LinkedIn 0 The following case study is based loosely around a real story but the people and the circumstances are fictional.
Explore our related content Mental health issues have a significant impact on employee well-being and are a major cause of long-term absence from work. Employers are encouraged to promote good mental health and provide support for employees who are experiencing mental ill health including anxiety or depression.
This factsheet gives an overview of mental health issues — which affect one in four people at some point in their lives - in the workplace. The factsheet emphasises the importance of making adjustments at work and offers guidance on providing specialist clinical and professional advice for employees who need it.
CIPD viewpoint Organisations should support employees experiencing or recovering from mental health issues and make adjustments to ensure people with a mental health issue can thrive and make a positive contribution at work.
There is still stigma and misunderstanding about mental health in society and the workplace. Increasing awareness of mental health issues across the workforce can help break the silence and start to build a more open and inclusive culture.
Managers need to feel confident and competent to have conversations with staff about sensitive issues like mental health and signpost to specialist sources of support if necessary. Investing in employee well-being is the right thing to do, and it also enhances employee engagement and productivity, which in turn supports business growth.
At the CIPD, mental health awareness training is positively encouraged for all line managers and available to other staff, and our internal Health and Well-being Champions are working to increase awareness and understanding of mental health issues across the workforce.
Log in to view more Log in to view more of this content. If you don't have a web account why not register to gain access to more of the CIPD's resources. Please note that some of our resources are for members only. What is mental health?
We all have mental health, just as we all have physical health. Both change throughout our lives, and like our bodies, our minds can become unwell. In the Government published an independent expert review of mental health and employers, Thriving at Workto which the CIPD contributed.
The reviewers, Lord Stevenson and Paul Farmer CBE, concluded that we are facing a mental health challenge at work that is much larger than they thought. Our Health and well-being surveys show that mental health issues are a major cause of long-term sickness absence from work and our report Employee Outlook: Focus on mental health in the workplace found that more than three people in ten have experienced mental ill health while in employment.
Mental ill health can range from anxiety and depression the most common mental health conditions to severe mental illnesses such as bipolar disorder or schizophrenia. The websites of organisations such as Mind and Rethink Mental Illness describe the most common physical and psychological aspects of different mental health conditions.
People with the same mental health condition can experience different symptoms, and to a different extent. Actively promoting staff well-being leads to greater staff productivity, morale and retention, and reduced sickness absence and 'presenteeism'.
The legal position Discrimination against those with mental health issues remains widespread, even though a significant proportion of the workforce will face mental health difficulties during their working life. In the UK, the disability discrimination provisions in the Equality Act encompass many mental illnesses which can legally be classed as a disability.
A range of mental health conditions may qualify a person for protection under the Act providing there is a substantial and long-term effect for at least a year on their ability to carry out normal day-to-day tasks.
Mental impairments do not need to be clinically well-recognised in order to qualify as a disability. See more in our factsheet on workplace stress.
If an employee has a disability, their organisation has a responsibility to make reasonable adjustments to accommodate their needs — this includes those with mental health conditions.
Find out more in our disability in the workplace factsheet. Listen to our podcast on promoting and supporting good mental health. The culture of the organisation, and the extent of awareness and training around mental health, will affect whether or not employees and line managers have open and supportive conversations.
Employers should take the key steps below to better support employees to demonstrate their commitment to promoting positive mental health.
Managers who provide clear objectives, feedback and support to their staff and proactively manage conflict when it occurs can help to create positive working environments which foster employee well-being and resilience. Our guide Managing for sustainable employee engagement highlights research showing the behaviours managers need to exhibit to engage staff and prevent burnout.
Spotting early signs of mental health issues Employers and managers should be alert to the early signs of mental ill health and how to respond, and signpost to support services.
Early intervention can help prevent issues from escalating, but employers should not give advice about a mental health issue as they are rarely qualified to do so.
The websites of Mind and Rethink Mental Illness give information on potential signs of mental ill health. A fit note enables the GP to advise on the effects of the mental health condition and any changes the employer could make to help the individual return to work. Various mental health charities see Useful contacts also provide helpful resources for individuals, carers and employers.How workplace counselling helps employees and employers.
Workplace counselling often helps employees who are absent from work, and there is evidence that counselling support can accelerate the rehabilitation of an absent employee, saving the organisation money in the long run.
Measuring effectiveness and impact in workplace counselling. Providing Employee Support in the Workplace Human Resources Department 3 Learning Objectives • Understand the impact of mental health issues on the Miami-Dade County workforce and the role of.
British Journal of Guidance & Counselling, , 32(3), Sexual harassment and generalized workplace abuse among university employees: Prevalence and mental health correlates. J.A. Richman, Bullying in the workplace: Its impact and management. L. Keashly, J. Neuman. The Benefits of Workplace Counseling. The benefits of workplace counseling for employees include: Easy access to trained counselors; A safe space to talk about their problems; Certain factors can impact the success of a workplace counseling program. Confidentiality is essential—employees who participate in workplace counseling need . Very often, employees faced challenges in both areas of their lives as personal problems may impact the ability to work and vice versa (Athanasiadesa, et al., ). However, the willingness of employees to go for workplace counselling is often influenced by their trust and confidence in the work of the counselling service (Milne, Blum & Roman, ).
Workplace Counselling in Malaysia Akbar Husain* and Noor Aishah Rosli** performance of the employees in the workplace and may provide Employee counselling has had a significant impact on counselling practice, particularly relating to effective short-term models.
The following case study is based loosely around a real story but the people and the circumstances are fictional. Leanne is a 48 year old woman who is one of two . The Benefits of Workplace Counseling.
The benefits of workplace counseling for employees include: Easy access to trained counselors; A safe space to talk about their problems; Certain factors can impact the success of a workplace counseling program. Confidentiality is essential—employees who participate in workplace counseling need .
This study examined relationships between workplace stress, organizational factors and use of EAP counseling services delivered by network providers in a large, privately-insured population.
Claims data were linked to measures of workplace stress, focus on wellness/prevention, EAP promotion, and EAP.