The WHO estimates the global economy loses $1 trillion every year in lost productivity as a result of anxiety and depression. This is why employee mental health support is critical for the bottom line.
The Society of Human Resource Management reports that employers are improving employee mental health support. Whether it’s to help deal with anxieties, stress, or other mental health issues, the right support can go a long way.
In a 2022 survey, 67% of respondents stated that they experience moderate to high levels of stress while 35% revealed that workplace stress has a negative impact on their lives. These figures speak to the importance of providing mental health support to drive success.
With work-life balance being a key differentiator for employees when searching for or leaving jobs, businesses need to make sure that employees have the support they need when they need it.
Mental health is an important part of an employee’s overall well-being. In fact, UK employers lose £56 billion every year due to mental health. This is a staggering number, especially when there are multiple reports claiming that failing to invest in employee mental health support in the workplace can cost more than implementing evidence-based treatment and prevention.
With more and more employees giving prominence to the culture of mental health at work, it’s important that employers take the necessary steps to improve mental health support in the workplace.
Train your managers to recognise the signs of distress so that they can offer the right support at the right time. From making mental health training mandatory to conducting surveys to see the impact of mental health on productivity, you can offer the right mental health interventions.
Many organisations implement employee assistance programmes (EAP) to help employees with their mental health struggles. As some are reluctant to make use of these initiatives for fear of stigma, employers need to create an empathetic and understanding workplace culture for all employees.
Most companies offer healthcare coverage but mental health is often excluded or isn’t given the importance it deserves. Ask questions about the psychologists or psychiatrists available through the healthcare coverage plan and also what types of mental health conditions are covered.
Employees need to know about the resources they have access to in order to use them. Communicate regularly with your employees to let them know about the resources available, and make it a part of your onboarding process to ensure they are aware of the safeguards in place. Not only will it help employees access these resources but also destigmatise mental health struggles.
Burnout is a familiar problem faced by many Britons and can impact anyone—whether it’s an intern or a CEO.
Our guide—Understanding and Tackling Rising Rates of Employee Burnout in Workplaces —gives employers the insights they need to create a healthier workplace that prevents possible mental health issues that can stem from unaddressed employee burnout.
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Reach out to our team and learn more about how we can help you support your workplace.