Employers should promote mental health wellbeing not only from a litigation risk perspective but also in relation to promoting good employment relations. This should be a proactive approach rather than a tick box exercise.
According to the charity Mind:-
– 1 in 6 people report experiencing a common mental health problem like anxiety in any given week in England; and
– 1 in 4 people will experience a mental health problem of some kind each year in England.
These figures excluded lots of people so the actual figures are considered to be a lot higher and are also not based on recent surveys.
ACAS published guidance in April 2023 on reasonable adjustments for mental health at work to help with this which includes:-
– What reasonable adjustments for mental health are
– Examples of reasonable adjustments for mental health
– Requesting and responding to reasonable adjustments for mental health
– Reviewing policies with mental health in mind.
Mind also have resources for better Mental Health at Work.
See https://www.mentalhealthatwork.org.uk/?_gl=1%2An269vf%2A_ga%2AOTQxMDY3OTQxLjE2ODYxMzU1NzI.%2A_ga_CCQWD346SE%2AMTY4NjEzNTU3Mi4xLjEuMTY4NjEzNjc2MS4wLjAuMA.
Reasonable Adjustments for Mental Health The guidance It is important for employers to take an employee's mental health problem seriously and with the same care as a physical illness. Acas has new guidance and resources to help support employers and employees when handling reasonable adjustments for mental health at work, including practical steps and what considerations they should be aware of.
https://acas.frontify.com/d/9XEi1YzDsXxS/n-a#/campaigns/reasonable-adjustments-for-mental-health
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