Managers play a vital role in supporting employees with mental health challenges in the workplace. Managers should be approachable, available, and encourage team members to talk to them if they are experiencing difficulties with their mental health.
They should ensure their management style is adapted to suit the needs of each individual. For example, they can ask remote workers if they prefer communication over the phone, via video meetings, or by email.
Regular contact with team members should be maintained to check on how they are coping.
These checks should include:
- How they are feeling
- How their work is progressing and if they need support
- Whether they have the appropriate setup if working from home
- During conversations, managers should:
- Listen carefully to what the employee says
- Ask open-ended questions to help identify any underlying causes
- Explore ways to provide support, such as discussing available resources or how to request reasonable adjustments
- Reassure the employee that they will receive the support they need
It may be helpful to agree on taking some time to reflect on the discussion before making any decisions.
Confidentiality
Managers should reassure the employee that what they share will remain confidential unless there is a valid reason to disclose the information. If sharing is necessary, it is important to explain who the information will be shared with and why. When referring employees to external support, such as an Employee Assistance Programme (EAP), managers should remind them that these conversations will also be confidential, but that they can still talk to their manager if needed.
If an employee is at risk
If a manager believes an employee is at risk, they should encourage them to seek help from:
- A trusted friend or family member
- Their GP
- Occupational health
- The organisation’s EAP can also provide advice or be a point of contact for the employee.
- External support services such as Samaritans, Shout, CALM (Campaign Against Living Miserably), Papyrus, or NHS mental health helplines and services.
- If someone is in immediate danger, managers should call 999.
Employer’s duty of care
Employers have a duty of care to take reasonable and practical steps to support an employee’s mental health. For instance, a manager might accompany an employee to hospital or remain in contact until help arrives.
Once the employee is safe
Once the immediate situation is resolved, managers should consider how to support the employee going forward. If the employee needs time off, managers should:
- Follow the organisation’s absence policy
- Agree on how to maintain contact during their absence
- When the employee is ready to return to work, there should be a clear process in place to facilitate their reintegration.
For more information on supporting mental health in the workplace and understanding the legal considerations, download our guide.
