Mental Health in the Workplace: A Growing Concern

This article was written with the valuable insights from Dr. Stoffel Grobler, Consultant Psychiatrist.

When we think of workplace mental health, most of us immediately associate it with employee well-being. The theme for World Mental Health Day 2024 is prioritising mental health in the workplace. In keeping with this, let's explore how early intervention and comprehensive mental health programs can help improve the lives of those affected and mitigate potential risks.

Conditions such as depression, anxiety, and burnout are among the leading contributors to both short-term and long-term disability claims. A 2022 Deloitte report noted that poor mental health costs UK employers between £53 and £56 billion annually—a 25% increase since 2019. These costs are primarily driven by absenteeism, presenteeism (employees being at work but not fully functioning), and increased employee turnover. Employers who don't already invest in early intervention and workplace mental health programs should consider doing so in order to better manage these risks.

Early intervention is often cited as a key factor in reducing the impact of mental health conditions in the workplace. By addressing mental health concerns early, the severity and duration of these conditions can be minimized. Encouraging employers to adopt early intervention strategies could be beneficial for employees. Mental health challenges tend to develop gradually, with stress often escalating into more serious conditions like anxiety and depression, and the risk of burnout if left unnoticed and untreated. By recognizing the early signs of distress—such as changes in productivity, engagement, or attendance—employers can take steps to prevent further deterioration.

Despite the growing adoption of workplace mental health programs, questions remain about their overall effectiveness. One reason for this is that individual-level interventions often fail to address the broader organizational issues contributing to poor mental health, such as excessive workloads, lack of control, or negative workplace cultures. This suggests that employers need to take a more comprehensive approach to mental health support, focusing on both individual resilience and organizational change.

To maximize the effectiveness of workplace mental health programs, employers should go beyond individual interventions and address systemic issues within the organization. This may include reviewing workload management, ensuring that job roles are clearly defined, and fostering a supportive workplace culture. For insurers, promoting comprehensive mental health programs that integrate individual support with organizational changes may help reduce mental health-related claims over the long term.

Several trends are emerging in workplace mental health, which may influence future strategies for employers. These include a growing emphasis on preventative mental health care and resources to manage stress before issues escalate. Another important trend is the move toward integrated mental and physical health programs, which address the link between physical- and mental well-being.

Technological innovations are also playing an increasingly important role. AI-powered platforms are being used to personalize mental health care and make support more accessible. Mental health support applications, like Swiss Re's Wysa Assure, offer on-demand mental health resources. There is a shift toward outcome-based measurements, with a focus on demonstrating the tangible benefits of mental health programs, including their impact on employee well-being.

For employers and employees looking to improve mental health in the workplace, here are a few practical tips:

• Foster Open Communication: Create an environment where employees feel comfortable discussing mental health concerns without stigma.
• Implement Flexible Working Arrangements: Allow flexibility in work hours or location to help employees balance their personal and professional lives.
• Provide Access to Mental Health Resources: Ensure employees have access to mental health services, such as Employee Assistance Programs (EAPs), wellness apps, or counselling.
• Train Managers to Recognize Mental Health Issues: Equip managers with the knowledge to identify early signs of stress or mental health problems and how to respond appropriately.
• Encourage a Positive Work Culture: Promote a culture of support, empathy, and inclusion to reduce stress and improve employee well-being.

Mental health in the workplace continues to present challenges for employers. As awareness of the need to take mental health action grows, there is a growing focus on improving early intervention. While individual-level interventions such as mindfulness and stress management have their place, a more holistic approach that includes addressing systemic workplace issues will likely prove more effective. By prioritizing mental health, this can help contribute to the creation of healthier, more productive workplaces.