Mental ill health in the workplace

It is important to understand how mental ill health presents within the workplace.


Generally, employers are becoming increasingly more concerned about productivity and absenteeism due to mental ill health, as well as the rise in presenteeism (being at work, but being too unwell mentally to work properly, or make informed decisions). It is clearly acknowledged and understood that stressful working environments can impact a person's mental wellbeing, but many employers still feel poorly equipped to support their staff through poor mental health, and staff are still often unwilling to approach their manager or employer for support.


High demands on employees, challenging working conditions and environments, concern about confidentiality, and lack of social or peer support, all can contribute to poor mental health at work.


Many employers still have a long way to go in promoting positive mental health and the mental wellbeing of their employees. 


Workplace-specific signs of mental ill health


  • Decreased productivity - not being 'bothered' about doing the job properly.
  • Lack of cooperation with other team members.
  • Lack of concern about safety procedures or following workplace protocol.
  • Issues with conduct and behaviour.
  • Absenteeism.
  • Irritability, and frequent complaints of being tired.
  • Alcohol and substance misuse.


Strategies for managing mental health at work


Most workplace organisations have procedures for managing performance, conduct, attendance, accidents etc., and have management meetings and employee appraisals to review performance. These should also be an opportunity to consider whether declining mental health is a factor in reduced performance and/or a change in employee behaviour.


Employers can do a great deal to promote positive mental health within the workplace, and to help reduce mental ill health, including:


  • Offer all employees basic mental health awareness opportunities and training so they can more easily spot signs of mental ill health.
  • Make sure all line managers, senior management, and HR have full Mental Health First Aid training.
  • Offer one-to-one support to employees, independent of the workplace.
  • Offer confidential self-rating sheets in kitchens, cafeterias, break rooms etc., to assess levels of staff wellbeing.
  • Promote greater awareness through Employee Assistance Programmes.
  • Consider mental health routinely through employer’s policies and procedures, for example: supporting back to work programmes, or making reasonable adjustments for recovery after mental ill health.
  • Run regular mental health and wellness promotion events.
  • Develop anti-stigma campaigns.
  • Ensuring workers' access to mental health services through health insurance benefits and structures.
  • Take a whole-organisational approach to mental health - all departments working in unison to provide better mental health support within the workplace.


→ It is important to understand how mental ill health presents itself within the workplace and, once the signs are spotted, approaching individuals at an early stage before the problems spiral out of control.