In the domain of human management and employment, it is widely
recognised that mental health and work are intrinsically
interconnected. The proactive promotion of mental health at the
workplace has become a vital and prevalent aspect in many European
work environments, where prioritising mental wellness through
providing adequate mental health resources fosters an overall
working environment and structure that genuinely supports an
employee’s well-being in a practical manner.
Proper mental health support enables employees to cope with the
stresses of life, to realize their abilities, to learn well and
work well, and to contribute to their communities. It is considered
crucial that an employee is in a good state of mental health and
wellbeing at the workplace not solely for better work productivity,
but also to ensure employee satisfaction and employee
retention.
There is a tendency for an increase in mental health issues
which surfaces from various key drivers, some of which include
self-isolation with a rise of use of technology and virtual working
options, the lack ofestablished workplace boundaries among
management and their employees, restricted awareness regarding the
right to disconnect as well as micromanagement within a team.
Establishing a good work-life balance is crucial when addressing
mental health and wellbeing issues. When employers provide flexible
work arrangements and grant employees greater independence over
their schedules, it promotes a healthier balance between personal
and professional responsibilities. Furthermore, allowing
individuals to tailor their work environment to their needs helps
reduce stress, enhances job satisfaction, and prevents burnout.
Employers can spawn a supportive workplace by accommodating
requests for flexible working hours, encouraging independence, and
allowing employees to manage their own workload depending on their
own time schedule, skills and capabilities. This approach not only
improves mental wellbeing but also increases overall productivity
and engagement in the workplace.
The following are key barriers to addressing mental well-being
in the workplace, where employers and human resources personnel
should be proactive in recognising and addressing these issues to
effectively manage employee mental health concerns at an early
stage.
Stigma
A pervasive barrier to addressing mental health issues in the
workplace is the stigma associated with such emerging conditions.
Stigma on mental health can prevent employees from seeking the
support they need, as mental health challenges are not universally
accepted or understood across different cultures. In many cases,
employees may fear judgment or negative repercussions from their
superiors or colleagues, which discourages them from speaking out
about the challenges they face.
To promote a supportive work environment, employers must
actively work to eliminate the stigma surrounding mental health.
This requires the adoption of a zero-tolerance approach toward any
form of direct or indirect discrimination or marginalization based
on mental health issues. Such an approach should be embedded within
a company’s mental health policy. When breaches of this policy
occur, appropriate measures must be taken, including but not
limited to disciplinary action, to ensure a culture of acceptance,
understanding, and respect for mental well-being in the workplace,
setting the right tone for when future occurrences take place.
Confidentiality
A second significant barrier to addressing mental health issues
in the workplace is the concern surrounding confidentiality. In a
working environment, employees may hesitate to disclose their
mental health challenges to colleagues or superiors out of fear
that this information will not remain confidential. Many employees
worry that such disclosures may result in negative consequences,
such as being entrusted with fewer responsibilities, being treated
differently from other employees, or even facing dismissal or
termination from their employment based on emerging mental health
distresses they may have since it may be portrayed as a
‘burden’ by their direct managers.
To address these concerns, employers must ensure strict
confidentiality when supporting employees experiencing emotional
distress or those returning to work after taking leave for mental
health reasons. In addition to safeguarding privacy, employers
should promote mindfulness and cognitive-based approaches to
support these individuals, and these are normally inscribed in the
company’s mental wellness policy.
Furthermore, it is essential for employers to uphold fairness
and consistency when addressing mental health issues in the
workplace. All employees should be afforded equal opportunities in
terms of assignment of work, job opportunities or vacancies and
promotions, among others, where overall efforts should be made to
foster a diverse and inclusive work environment. Many employers
adopt a no-tolerance rule against discriminatory behaviour,
including, but not limited to, verbal and physical abuse,
harassment, and bullying. It is always the employer’s
responsibility to prevent and address any form of direct or
indirect discrimination.
Cost
While numerous resources exist to support mental health and
well-being, these services often come at a significant cost, making
access uneven. Although many countries provide universal
healthcare, mental health services within these systems frequently
have long waiting lists, causing delays in treatment. For
individuals seeking more immediate mental health care, private
options are available, but these come at a substantial price.
The financial burden of accessing mental health services, such
as therapy sessions, can be prohibitive, particularly for
individuals with lower incomes. Faced with the choice of allocating
limited earnings to essential living expenses or mental health
care, many opt to forgo treatment. This financial barrier prevents
individuals from accessing the support they need, often
exacerbating their mental health conditions over time.
Employers can play a crucial role in bridging this gap by
offering subsidized mental health services or including
comprehensive mental health coverage in employee benefit packages.
Addressing these financial barriers is essential to creating a more
equitable system that allows individuals to prioritize their mental
well-being, regardless of their economic situation.
Awareness on Resources
Another barrier that may prevent employees from accessing mental
health resources is the lack of awareness about what support is
available. Many employees may not know that such resources exist or
how to access them. Employers have a responsibility, both in their
own interest and for the well-being of their employees, to ensure
that proper resources are available to help employees manage mental
health issues, ultimately supporting productivity and job
satisfaction.
One key resource which employer can provide is an Employee
Assistance Program (EAP). This voluntary, work-based program offers
free and confidential services, including assessments, short-term
counselling, referrals, and follow-up support for employees dealing
with personal or work-related challenges. EAPs are designed to
address a variety of issues that may impact an employee’s
mental health, providing a vital support system within the
workplace.
In Malta, the EAP has emerged as a valuable tool for companies
seeking to foster mental wellness. It helps identify sources of
stress within organizations, maximizes employee well-being, and
minimizes the occurrence of mental health issues. In addition, EAPs
offer training and promote best practices for preventing and
managing stress and mental health concerns, both at the
organizational level and for individual employees.
Many employers also implement broader well-being initiatives
aimed at enhancing psychological safety in the workplace.
Psychological safety refers to the trust and sense of security
employees feel within their work environment, allowing them to
express concerns or make mistakes without fear of negative
consequences. This concept is essential for creating a healthy,
supportive workplace culture.
To promote mental wellness, employers can also organize physical
activities, social events, team-building exercises, and other
stress-relieving activities which go beyond the day-to-day working
life environment. However, these resources are only effective when
employees are given the time and opportunity to fully utilize and
enjoy them. It is crucial that companies not only provide these
resources but also integrate them into their daily interactions
with employees, ensuring they are consistently promoted and
accessible.
Psychological Safety
Psychological safety is essential for encouraging employee
engagement and motivation. It creates an environment where
individuals feel their contributions are valued and can express
themselves without fear of retribution. This encourages better
decision-making, as diverse perspectives are shared openly, and it
supports a culture of continuous learning, where mistakes are seen
as opportunities for growth.
A psychologically safe workplace allows employees to address
challenges without fear, take risks, seek help, and truly trust
their colleagues. Such environments promote collaboration,
creativity, and respect, contributing to both mental well-being and
organisational success of a business.
Establishing psychological safety requires effective management,
including setting clear expectations, encouraging open
communication, and actively listening to employees. By fostering
respect and inclusion, these practices create a healthier, more
productive workplace for all.
In this regard, employers are often reluctant to engage in open
conversations with their employees about mental health and
vice-versa. However, participating in this interactive process from
both ends can be beneficial in more ways than one. Open dialogue is
crucial for identifying appropriate solutions to mental health
challenges, such as managing workload, work hours, and stress.
Secondly, when employers actively engage in discussions with
employees, they actively listen to their concerns and gather
constructive feedback about the workplace. This includes addressing
any issues that may impact the employee’s ability to perform
essential job functions and exploring ways the employer can provide
support or resources to help them succeed.
To identify potential mental health issues, managers can monitor
employee performance, observe behavioural changes, and maintain
regular communication with employees in the workplace.
Managers also have a humanistic responsibility to be trained in
how to approach employees and identify triggers for mental health
issues. Typically, managers begin by educating employees to
recognize their own concerns, enabling them to access company
resources when needed. Involving senior leadership in these
conversations is crucial. Organisations that invest in well-being
often see a return on investment through reduced errors and
mistakes.
Mental Health Policies
The implementation of policies at the workplace regarding mental
health and wellbeing is necessary to maintain an overall healthy
workforce, as they aim to serve as guidance both for the employer
and the employee by instilling rules which safeguard one’s
mental health, further implementing a supportive and inclusive
culture. These policies also cater to provide staff members with a
sufficient understanding on how to deal with any colleague
suffering from mental health issues through increased awareness and
training. The employer has a duty to make sure that these policies
are reviewed on a yearly basis and updates according to any local
and EU legislation or any other pertaining scientific research.
Conclusion
Overall, when an employer prioritises the cultivation of a safe
work environment, the operation of the organisation is likely to
flourish and employee retention increases. Concerns should always
be handled professionally, without any judgment and with due
respect given to the principle of confidentiality. Inspiring a
positive company culture necessitates the adoption of a proactive
and preventative approach to all mental health issues. The
responsibility of the employer to exclude all harmful behaviours
and strenuous procedures which negatively affect employees’
psychological needs remains at the forefront of safeguarding the
mental wellbeing of all employees.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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