Conciliation and workplace experts, Acas, published guidance last week to help employers manage mental ill health in the workplace. The advice is equally helpful to trade union reps who can draw on it as a good practice guide.
Emphasising the crucial role that managers play in supporting employee well-being, Acas recommends that they should be as approachable as possible; should monitor staff workloads, set realistic targets and be clear about priorities; and have regular one-to-ones and catch-ups to check on how work is going, identify upcoming challenges and the support that may be required.
In terms of spotting the signs of mental ill health the guidance recommends that managers should be aware of:
- changes in usual behaviour, mood or how a team member is interacting with colleagues
- changes in the standard of a member’s work or focus on tasks
- changes in tiredness or anxiety levels
- changes in appetite and/or increase in smoking and drinking
- an increase in sickness absence and/or turning up late to work.
When having a conversation with a colleague about mental health, the guidance advises that managers should ensure it takes place in a private space to prevent any disturbances; allow the employee as much time as they need; and think about potential solutions and adjourn the meeting if it is necessary to think through what has been discussed before making a decision.
Managers need to be aware that not everyone wants to talk about issues they are going through, and should not therefore try to rush their colleagues or pressure them to talk. Instead, it may be best to simply ensure that the team member knows they are available at any time. If that is the case, the manager should then monitor the situation. If they continue to see and hear things that concern them, they may need to seek further advice and guidance from HR, senior management or Occupational Health.
Most staff who experience mental ill health will recover but on some occasions, even with adjustments in place, a team member's performance or conduct may warrant further action. Before doing so, managers should consider whether additional adjustments may improve performance or conduct. Alternatively, other lighter duties or a transfer to different role may be available. If further action is necessary the manager must follow the organisation's procedures for handling disciplinary matters and ensure a fair process.
Neil Todd of Thompsons Solicitors commented: “ACAS reports that mental ill-health is thought to be responsible for 91 million lost working days each year. It is also correct to point out that given this statistic it is surprising that more employers do not promote positive mental health in the workplace as a priority. On this basis the ACAS guidance that has been introduced is welcome and all employers would be well advised to take careful note of it and adopt their practices accordingly.”
To read the guidance in full, visit the ACAS website.