Mental Health and Wellbeing in the Workplace

1 Understand the impact of the work environment and culture Impact work environment has on staff

• Staff morale: motivation, work culture, teamwork, positivity
• Staff turnover: wider impact, retention, loyalty, investment in organisation
• Staff wellness: stress, burnout, mental health, wellbeing

2 Be able to maintain a positive work environment

Promoting a positive health and safety culture: staff training, open discussions, transparency, reducing stigma, increased awareness, social media posts.

Developing mental health awareness among employees: training, accessible support, providing information, and email correspondence.

Providing employees with appropriate working conditions: an opportunity for development, work-life balance, work patterns, flexible working options, remote working, and consideration of external responsibilities.

3 Understand the importance of enhancing and monitoring staff mental health and wellbeing 

Impact of a work-life balance on staff: stress, burnout, turnover, job satisfaction, mental health, productivity, staff sickness, physical health, attracting new staff, organisational culture, creative thinking, innovation.

Maslow’s hierarchy of needs in relation to staff wellbeing

• Levels of need
• Physiological needs: clean water, clean air, food, bathrooms, physical comfort, pay
• Safety: health and safety, pay, emotional safety
• Love and belonging: friendships, teams
• Esteem: feedback, encouragement
• Self-actualisation: maximise potential

The importance of a clear and fair staff sickness policy: work-life balance, burnout, contagions, remote working, organisation reputation, recruitment, legality.

Signs an employee or coworker may need support with their mental health: absentness, drugs and alcohol, reduction in productivity, emotional outbursts, tiredness, appearance, presenteeism, isolation.

Workplace factors that can impact staff mental health and wellness: work-life balance, stress, overworking, lack of breaks, conflict, change, uncertainty, workload.

4 Be able to support staff mental health and wellbeing

Identifying potential mental health needs and related issues: stress, burnout, alcohol or drug abuse, risk factors, comorbidity.

Producing, implementing and communicating a mental health at-work plan: accessible guidance, training, onboarding, types of mental health policy, transparency, accountability, evidence, online communication, social media, email communication.

Routinely monitoring employee mental health and wellbeing: staff feedback, confidentiality, data management, data analysis, when to take action, data security, digital data management tools.

Encouraging open conversations about mental health and the support available when employees are struggling: active listening, non-judgmental listening, training management and supervisors, regular discussions, disclosure, confidentiality, reassurance, reducing stigma, raising awareness.