If an employee has poor mental health, it’s important for employers to take the issue seriously and with the same care as a physical illness.
If you believe an employee has poor mental health, you should arrange a conversation as soon as possible.
Some employees might not feel comfortable discussing their mental health immediately, but it’s important to reassure them that they can raise the issue at any time. This could include arranging appropriate follow-up conversations if concerns persist.
To help the person feel comfortable talking, you should:
- talk to them privately
- be flexible about when and where you have the conversation
- approach the issue in a positive and supportive way
Employers aren’t expected to be experts in mental health, but they do have a responsibility to ensure the wellbeing of their employees. This means taking reasonable steps to support the health, safety, and welfare of their staff, which includes:
- ensuring a safe working environment
- protecting employees from discrimination
- conducting risk assessments.
When talking to employees, having knowledge of available resources can help them get the support they need—for example, an Employee Assistance Programme (EAP), mental health first aiders or champions in the workplace, or external support networks.
For more information about supporting mental health in the workplace and the legal considerations to be aware of, download our guide.
