MOVEMBER
In time for Men’s Mental Health Awareness Month in November (referred to by some as ‘Movember’), ACAS has recently updated its guidance on supporting employees with their mental health at work. Understanding the law - Supporting mental health at work - Acas
The guidance now includes a section entitled ‘Having a policy’ which recommends that employees have a policy covering the following:
What mental health is and how it can affect people – including how it can affect anyone at any time and how it can affect everyone differently;
How the organisation is open and trained to talk sensitively about mental health problems;
What mental health training is given to managers and individuals;
What support is available (both internally and via external agencies);
What happens if an employee needs time off for mental health;
What the return to work process is after someone has time off for their mental health;
How conversations about mental health will be kept confidential;
What an employee can do if they have a concern about how they've been treated by their colleagues;
How and when the policy will be reviewed and updated.
A mental health policy should ultimately send a clear message to your employees that their mental health matters, and that the organisation have the skills and resources available to assist individuals suffering with mental ill health, whatever their role, seniority, or length of service with the business.
"Having a policy in place which demonstrates an organisation’s commitment to mental health, and (more importantly) having a culture which accurately reflects that policy wording, could be the difference between an employee suffering in silence and an employee taking the necessary steps to seek help and support and getting on the path to recovery."
According to late 2022 data from the World Health Organization, 15% of working-age adults have a mental health disorder, and we think that percentage is likely, in reality, to be a lot higher, given that many people do not feel able to talk openly about their mental health. Having a policy in place which demonstrates an organisation’s commitment to mental health, and (more importantly) having a culture which accurately reflects that policy wording, could be the difference between an employee suffering in silence and an employee taking the necessary steps to seek help and support and getting on the path to recovery.
If you would like assistance with drafting a mental health policy or would like to discuss how you can support an individual with mental ill health, please do get in touch.