Guidance for Employers and Employees

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Time for a change of mind

People with mental disorders continue to experience prejudice and discrimination in every area of their lives, from finding somewhere to live to getting a job. It’s hardly surprising that many people with serious mental illness end up poor or homeless. It is up to all of us to become aware of the harm we do with our negative attitudes and to do our bit to stamp them out. Whoever we are and whatever we do, we can combat the harmful effects of stigma by extending our friendship, support and understanding, rather than our judgement and discrimination, to people who are mentally ill.

Employers and the Workplace

Mental health and well-being is a hugely important aspect of working life, for both employers and employees. Taking and keeping a job has consistently been shown as a key life goal, and the confidence and self-esteem that employment provides is key to emotional wellbeing. Mental health problems, like depression, or anxiety, arise as a result of a number of complex factors. Over 70 % of people with mental health problems recover, and get on with their lives.

It is estimated that between 15 and 30 % of employees will experience mental health problems at some point, and it can happen to anyone (1). Given these statistics it is surprising and sad that the stigma surrounding mental health issues in workplaces is still all too common.

93% of the public believes that people who have experienced mental health problems have skills which are useful in the job market (2) and yet fewer than four in ten employers would consider employing someone with a history of mental health problems (3).

It doesn't have to be like that – and you can make a real difference. A workplace that promotes good mental health achieves more through greater morale and productivity. There are simple, yet inexpensive, steps that workplaces can take to reduce stigma, improve performance, retain staff and improve the working environment for everyone in it.

Managers are a "key audience both for tackling discrimination on the front line, and also, critically, for ensuring that mental health awareness is integrated into everyday management practice". (4)

1. DoH (2002), Mental Health and Employment in the NHS, London
2. DoH (1996)
3. Rosie Winterton MP, Minister of State for Health
4. ODPM Social Exclusion Unit report (June 2004)

What Can I Do?

Mental health matters to you. A workplace that promotes good mental health achieves more through greater morale and productivity. A workplace that gives a home to stigma can face legal action and loss of valuable staff.

Stigma is morally and legally unacceptable and you can help to defeat it.

Taking up the anti-stigma message isn’t hard. As an individual, or an employer, you can be as involved as you want. It all counts, and it all helps end stigma in the workplace.

If you are an individual, see Related External Links below for some basic advice and some things you might be able to do.

If you are an employer, see Related External Links below for some steps you can take to make a difference in your workplace.

As an Individual:

Getting the right information and having a positive attitude to people with mental health problems is vital. The term “mental health problem” (or mental ill-health) is used to describe a range of symptoms and experiences, such as depression, anxiety, eating disorders, schizophrenia and manic depression. For more information about what these conditions mean, visit our links section.

You can make all the difference. It isn’t hard to do; with a little information and some thought, you can be a good colleague and a good friend.

Tackling the myths about mental ill-health

There are many myths surrounding mental health in the workplace. Most of these are untrue !

“Taking time off with mental health problems puts pressure on colleagues and damages the business.”

A well-managed team should not need to regard mental health-related absence any differently to any other absence.

“People with mental health problems are largely to blame for their own condition.”

One in four people experience mental health problems in their life. Mental health problems can have a number of triggers. Sometimes problems just build up over time, so slow changes in a person’s behaviour may be hard to see.

Most people recover fully. Some people will need help engage with working life on an equal basis.

“People who’ve had mental health problems are difficult to talk to”

One of the things that people with mental health problems say is that colleagues find it hard to approach them. Colleagues may not know what to say! Being a supportive friend and colleague can really make a difference.

How you can fight stigma

People who have experienced mental health problems may have low self-esteem or lack confidence. When attitudes in the workplace contribute to these feelings, a person already finding work, or returning to work, hard, can find it impossible.

Sadly, in many workplaces, speaking out about your experience still results in discrimination. People have been sacked, demoted, ignored, bullied, and physically harassed by colleagues. You can help to stop this.

Look after yourself, and your colleagues.

As an Employer:

Mental health matters to you. A workplace that promotes good mental health achieves more through greater morale and productivity. A workplace that gives a home to stigma can face legal action and loss of valuable staff.

Stigma is morally and legally unacceptable and you can help to defeat it. This section gives some practical steps that any employer can take.

Change Your Culture

People with mental ill health keep quiet for fear of the response. This can mean delays in seeking help, which in turn leads to increased costs and inconvenience.

An open and supportive environment is a common-sense approach to people management, which will help to defeat stigma and promote mental well-being. Such a culture reaps dividends in increased morale, respect, and trust, and enables you to meet your legal commitments.

Managing People with Mental Health Problems

Most people with mental health problems recover fully and return to work, and you can help this. Raise the issue, produce a mental health policy, and make sure all staff know what it means for them.

Support those with mental ill-heath by making simple changes to working practices, such as: additional support, mentoring, or flexible working.

Many employers worry about mental health because they do not know where to go for advice and help. See the Line Managers' Rsource in External Documents below for more details.

Don’t miss out on the best person for the job

Gaining work is a huge obstacle for people with mental health problems. Stigma shuts the door on talent, and robs businesses of vital skills and experience.

Focus on competence for the job. Look beyond the diagnosis at the person who wants to work for you. Ask about any changes you can make.

Ensure health-related information is worded sensitively, and distanced from the recruitment process/paperwork.

For advice on the law, and recruiting disabled people, see the Disability Rights Commission link in External Links below.

Absence and Return to Work

Manage mental health related absence sensitively, to maintain a positive atmosphere among your staff and minimise the effect on your business.

Many employees would like more information about mental health. Promote general awareness so that staff are informed and supportive.

Find out if the absent employee wants the reason for absence disclosed and respect their wishes.

Keep the person involved in working life and maintain contact where appropriate. The person may be keen to keep in touch with colleagues. This helps minimise stigma.

If an employee knows they will always be welcomed back you will enjoy increased trust and communication, making it easier for you to plan for the absence and return.

You can also download the MindOut Managers Toolkit for a practical guide to managing people with mental health problems.