The Times - Wants thoughts from businesses re: employees and long term sickness due to mental health

When working with organisations to help enhance employees' emotional wellbeing I will always advise they start with an anonymous wellbeing audit of their entire team.

This will highlight any prevalent areas of concern which we can then focus on with a wellbeing strategy that can include mental health first aid training, wellbeing workshops and, crucially, addressing ways of working.

I would also encourage every employee to complete a Wellness in Action Plan so that they, their manager or HR team are fully aware of what each individual needs to work at their best and how to spot any signs of distress.
The more detailed the plan then the more precise the solutions can be if a staff member starts to experience poor mental health.

What we're experiencing in the recruitment sector is a complete lack of junior talent available for tech businesses. It's now harder to fill a junior assignment than a senior one. This high demand for good juniors is creating a sense of entitlement within the demographic.

This in turn is creating a need for businesses to be more competitive to get young talent into their company.

People struggling with poor mental health make decisions based on what will be most advantageous to them given their current circumstances. In economic terms, poor mental health diminishes the drive to engage in challenging, productive work, often because people perceive they lack the mental resources to perform to their usual standards. While the demand of the working environment exceeds their perceived ability to cope, people will understandably seek alternative ways to compensate for the financial burden of less work. In many cases, this involves additional support such as benefits.

To improve this situation, greater access to mental health support is paramount to assist more people struggling with common mental health conditions. Some employers may also seek to offer alternative working arrangements to ease the return to work.

Executives and HR staff should be trained in self-development, awareness and recognition of mental health issues. Creating an environment where psychological support is offered will not only encourage loyalty from employees but also show them they are valued in your company.

Stress is one of the major causes of mental health issues.
Recent neuroscience reveals that taking regular breaks can be vital to reducing stress and increasing productivity. Companies should recognize the benefits of shifting away from a high-pressure working environment, with incentives for staff such as break rooms where they can relax through music or games - even providing sleep pods, like Google, may aid in improved output. Research suggests well-rested minds are capable of doing twice as much work in half the time.

We provide People Management to a range of small to medium size businesses and frequently encounter long-term sickness caused by poor mental health. Consequently, we offer Mental Health First Aid (MHFA); a training course that teaches senior management how to identify, understand and help someone who may be experiencing a mental health issue. The positive impact of embedded practices of MHFA can be felt across all aspects of an organisation, not least reduced absenteeism and burnout. Working with our clients, we promote a more open and inclusive working culture, with management equipped with the skills to recognise signs of distress in themselves and their colleagues. Preventative measures make financial sense in the fight against 'missing workers'.

Businesses that are failing to prioritise employee resilience as a strategic investment will be contributing to the increasing trend of long-term sickness & economic inactivity due to mental health problems.
The problem is magnified by focusing on addressing mental health issues as they arise rather than building resilience in their workforce as a preventative measure.
Filling the metaphorical bank account with resilience, rather than simply plugging the mental health deficit, provides long-term benefits for both employees & employers.
Ultimately, investing in employee resilience helps businesses to build a stronger, more productive, and mentally healthy workforce - which is better equipped to face the challenges of today's rapidly changing and often stressful working environment.