Publication
15 Mar 2023 ·
United Kingdom
Mental health and wellbeing
2 min read
Studies show that workplaces that invest in programmes to promote positive mental health amongst their employees will make a return on their investment from lower levels of absence and increased productivity.
Within society we have seen a real shift towards a much more open dialogue about mental health and this change is evident in many (but not all) workplaces. Increasingly employers are adopting preventative models in the way they support employee mental health. These steps include mental health first aiders, wellness apps, referrals to counsellors and employee resource groups to provide peer to peer support. But clearly there is still work to be done and many factors impacting mental health that are clearly beyond the control of employers. The pandemic had a major impact on global mental health, and world events since then with the cost of living crisis have also negatively impacted. According to the Health and Safety Executive, stress and poor mental health is the number one cause of work-related ill health in the UK.
In our mental health and wellbeing hub we discuss topical issues ranging from neurodiversity, financial wellbeing and the menopause, to help employers develop and enhance their own wellbeing initiatives and navigate the legal challenges that can arise from managing employees with poor mental health.
Visit resources
From redundancy to recovery: workplace in mental health
Mental health in a cost-of-living crisis
Neurodiversity in the workplace
How can employers take action to support employees affected by domestic abuse?
Court dismisses claim based on workplace stress where there was no evidence that the employer knew of the risk
Join the conversation
The Law and the Little Things Microaggressions in the workplace
Ill-health dismissals
Highlights of recent mental health and wellbeing experience
HR policy for issues affecting women
HR policy for issues affecting women
Working with a major media company to prepare an internal HR policy focussing on health and wellbeing issues that affect women in the workplace including the menopause and menstrual health. Its purpose was to raise awareness of those issues and to direct employees to releated benefits and relevant support.
Dealing with hidden disabilities
Dealing with hidden disabilities
Delivering an interactive scenario-based training session on managing a grievance from a neurodivergent employee. The training to the HR team focussed on the legal risk issues with hidden disabilities and sharing insights on best practice.
Reasonable adjustments guidelines
Reasonable adjustments guidelines
Drafting a reasonable adjustments guideline for a large multinational client for use by their HR and managers. The guideline was drafted as part of the the client's overall approach to equal opportunities and health and well-being benefits and relevant support.
