40% of workers worry about declaring mental health problems due to fears it could impact their career – but mental health problems can be caused by workplace stress.
As an employer, how do you address the problem of stress management in the workplace before it causes issues such as absenteeism and loss of productivity, and costs your business cash?
Where mental health issues cause disability employers must take reasonable action to minimise stress on the workforce.
At OHBM our Stress Management Services help businesses identify potential areas of workplace stress, helping you to create a healthier, happy, more productive workforce.
Watch our video to find our more.
Nearly half of employees experience mental health conditions but choose not to tell their employer according to a Friends Life survey.
Two thousand participants from across a variety of industries were surveyed, with 40% stating that they had experienced conditions such as stress, anxiety and depression. However they chose not to disclose the information due to concerns that it might impact upon their career prospects.
An “excessive workload” was the most common cause of stress, followed by “frustration with poor management and working hours” and notably, it was younger workers who are feeling the strain more than the older generation. Nearly two thirds of 18 to 24-year-olds said that they had been stressed, anxious or depressed within the last year, with the rate of incident decreasing gradually among older age groups.
Employees worrying about the impact of telling an employer about their mental health is understandable but it is important to know that a person may have legal protection if they are suffering mental health conditions at their workplace.
Under the Equality Act 2010 a mental illness can be classified as a disability if a person has a physical or mental impairment, and if the impairment has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities. Conditions are deemed to be long term if they last for 12 months or longer.
In the event of a disability, employers are required to take reasonable action in order to support their work force. For example, changing shift patterns, working hours or adjusting other factors such as long distance travelling and computer usage can be implemented in order to support employees experiencing problems. If an employer is unreasonable or dismisses a person on the grounds of disability, then they could leave themselves open to a disability discrimination claim or unfair dismissal.
It is important that workers tell their employer if they are experiencing a mental health problem, as it will enable the opportunity for support and adjustments to be provided. In the long run this will increase productivity and lead to a happier, healthier workforce.
At OHBM we’re pleased to announce we’ll be exhibiting at the CIPD Annual Conference and Exhibition. The event will take place on the 5th and 6th November 2014 at Manchester Central (formerly the GMEX). You’ll find us at stand 425 – and we’d love to meet you there.
If you’re developing a business, looking for ways to retain your talented workforce or get more of the right people on board, the CIPD Annual Conference and Exhibition is a must-visit event.
Manchester Central (formerly GMEX), Petersfield, Manchester, M2 3GX
Wednesday 5 November: 09:00 – 17:00
Thursday 6 November: 09:00 – 16:30
Book your place at this esteemed HR industry event here.
In addition to the chance to meet the OHBM team and find out more about enhancing your occupational health strategy to make your business more productive, you’ll be treated to a number of illuminating speakers, including.
- Adam Grant, from Wharton School of Business, Professor, and Author, ‘Give and Take: A Revolutionary Approach to Success
- Google’s Aimee O’Malley, Learning & Development Business Partner, Europe, Mid-East & Africa.
- Alan Ovens, New Markets Director of CIPD
- Amongst many others.
There will also be a series of seminars addressing key industry questions and issues, like “Creating Impact and Additional Revenue Through HR” and “Implementing Greater Performance Through Transformational Employee Engagement.”
It will certainly be a worthwhile day for developing businesses. We hope to see you there.