HR & Mental Health: What role do you play?
Human Resources (HR) is an integral part of any organisation. One of the key responsibilities of HR is to ensure that the wellbeing of employees is taken care of. This includes both physical and mental health. Employers have a responsibility to ensure that the workplaces are safe, and are conducive to good mental health and that employees are supported.
Mental Health in the Workplace
Mental health refers to a person’s emotional, psychological, and social wellbeing. It affects how we think, feel, and act. Mental health is just as important as physical health. In fact, mental health and physical health are interconnected. We know that when we exercise we physically feel better but it can also lead to improved mood. Conversely, poor mental health can lead to physical health problems.
Mental health problems are prevalent globally, and it is estimated that one in four Australian workers experience a mental health condition in any one year. Moreover, according to the World Health Organization (WHO), depression and anxiety are the leading causes of disability worldwide. The WHO estimates that 264 million people live from depression globally. We know that mental illnesses like depression and anxiety can affect an employee’s ability to work and can have an impact on their colleagues and the workplace environment.
Statistics on Mental Health in Australia
Mental health issues are prevalent in Australia, and they significantly impact the workforce. According to the Australian Bureau of Statistics, one in five Australians experience a mental health condition each year, and the cost of mental health problems to the Australian economy is estimated to be around $60 billion per year. Depression and anxiety are the most common mental health conditions, with approximately 1 million Australians experiencing depression and 2 million experiencing anxiety in any given year. Chances are either you or someone close to you is living with signs of anxiety or depression this year.
People can’t just leave their life at the door when they step into work and in the workplace mental health problems can lead to reduced productivity, increased absenteeism, and higher turnover rates - especially if staff are unsupported and inadequate adjustments are provided (if any!). According to the Australian Human Rights Commission, mental health problems are the leading cause of workplace disability in Australia, and they account for approximately 6 million lost working days each year - That’s costing your business in time and money.
Legislation on Mental Health in Australia
In Australia, there are several pieces of legislation that protect the rights of employees with mental health problems. The Disability Discrimination Act 1992 makes it unlawful to discriminate against a person with a disability, including a mental health condition, in employment. The Fair Work Act 2009 also protects the rights of employees with mental health problems by providing for reasonable adjustments to be made to their work arrangements, such as flexible work hours or modified duties.
In addition, the National Employment Standards (NES) under the Fair Work Act 2009 provide for employees to take personal/carer’s leave if they are unable to work due to illness or injury, including a mental health condition. The NES also provides for employees to take compassionate leave if they need to care for a family member with a serious illness, including a mental health condition.
HR’s Role in Supporting Mental Health
HR has a crucial role to play in supporting mental health in the workplace. Here are some ways in which HR can support employees with mental health issues:
Create a Positive Workplace Culture
Creating a positive workplace culture is one of the most important things HR can do to support mental health. A positive workplace culture can help to reduce stress, boost morale, and increase productivity. HR can create a positive workplace culture by providing appropriate training, recognising employee achievements, and encouraging open communication.
2. Provide Mental Health Training
Providing mental health training to employees is another way that HR can support mental health. Mental health training can help employees recognise the signs and symptoms of mental health problems and can provide them with the skills and knowledge they need to support their colleagues. HR can also coordinate the training of managers on how to support employees with mental health problems. Therefore, upskilling leaders in the business to be able to support their staff who may find themselves experiencing a decline in their mental state.
3. Offer Mental Health Resources
Offering mental health resources is another way in which HR can support mental health. HR can provide employees with information on mental health services Beyond Blue, Lifeline etc. HR can also provide access to employee assistance programs (EAPs), which offer confidential counselling and support to employees. Often staff will receive information regarding EAP during inductions or as part of a welcome pack, but then it’s often not explored further. Providing staff with reminders and options on accessing EAP is essential for staff.
4. Implement Mental Health Policies
Implementing mental health policies is another way in which HR can support mental health. HR can work with management to develop policies that support employees with mental health problems. For example, HR can develop policies that allow employees to take time off work to attend counselling sessions, or that provide flexible work arrangements to accommodate employees with mental health problems. Remember, it is the responsibility of the workplace to work with individuals to create reasonable adjustments in the workplace to support someone who lives with a mental illness. This could be split shifts, reduced hours, reallocation of tasks within a team, to name a few.
5. Encourage Open Communication
Encouraging open communication is another way in which HR can support mental health, in a bid to reduce stigma. We don’t mean airing everyone’s personal lived experience but normalising talking about mental illness. Often when I ask groups of people who have experienced anxiety, seldom will everyone put their hand up. Why? Stigma. It stops people from putting their hands up, truth is we all experience anxiety, it’s a natural body response to something that we perceive as dangerous. By proving appropriate mental health training by a trained clinical expert, HR contributes to creating a safe and supportive environment where employees feel more comfortable talking about their mental health problems. HR can also provide employees with the opportunity to provide feedback on how the workplace can better support mental health. For example this could be through annual surveys at an organisational level, or through a mixed methods approach.
Mental health is as important as physical health, we need to acknowledge that mental illness are real medical condition and people can’t just ‘stop worrying’. Workplaces have a huge part to play in providing supporting environments for their staff. And a lot of the cultural and organizational development initiatives sit with HR, therefore, staff in HR have an enormous role to play. Employers have a responsibility to ensure that the workplace is conducive to good mental health and that employees are supported in times of need. HR has a crucial role to play in supporting mental health in the workplace.
Wellbeing Campus provides specialist consultancy services to HR staff on Mental Health training, workshops and policy development. Additionally, we provide one:one counselling and coaching to staff