Read our article on poor mental health at work
Thriving at work report sets out the cost of poor mental health at work
300,000 people with a long term mental health problem lose their jobs each year
15% of people at work have symptoms of an existing mental health condition
Last year the Government commissioned the Stevenson / Farmer Review of Mental Health and Employers (known as the Thriving at Work report). There were some very interesting statistics generated and we thought we’d share a few with you:
- Although overall sickness absence rates had fallen by 15-20%, absence due to mental ill health had risen by 5%.
- People with a mental health condition were 3 times more likely to have a period of long term sickness.
- 35% of people think they would be less likely to get promoted if they had depression.
- Suicide rates within certain industries are significant – in men working in construction/decorating are 35% more likely to take their own lives; female nurses are 24% more likely to take their own lives.
- Poor mental health costs employers between £33billion and £42billion a year – this is made up of £8billion in absenteeism costs; £8billion in staff turnover; and between £17billion and £26billion in presenteeism costs.
- This equates to an average cost of between £1,250 and £1,560 per employee per year – for all employees, not just those who are ill.
- Investing in mental health support for employees can yield a return on investment on average of £4.20 for every £1 spent.
- Only 11% of employees discussed a recent mental health problem with their manager.
- Half of employees said they wouldn’t ever discuss a mental health problem with their manager.
- Only 4 in 10 employers have policies or systems in place to support employees with common mental health problems.
- Just 24% of managers have received some form of training on mental health at work.
So what did the Stevenson / Farmer Review recommend we do about poor mental health in the workplace?
They outlined a set of Core standards, and a set of Enhanced standards that they believed employers should work towards:
- Produce, implement and communicate a mental health at work plan that promotes good mental health and outlines support available
- Develop mental health awareness among employees through information, tools and support
- Encourage open conversations about mental health and the support available – starting with the recruitment process and at regular intervals, offer adjustments for those who require them
- Provide employees with good working conditions, a healthy work life balance and development opportunities
- Promote effective people management to ensure everyone has regular conversations about their health and wellbeing
- Routinely monitor employee mental health and wellbeing
- Increase transparency and accountability in internal and external reporting, including leadership commitment and the organisation’s approach to mental health
- Demonstrate accountability by nominating a health and wellbeing lead at senior level
- Improve the disclosure process, encouraging openness at recruitment stage and throughout, and supporting employees with a good response to disclosures
- Ensure provision of tailored in-house mental health support and signposting to clinical help
Where do you currently sit within those standards? Could you do more?
Do you have questions about poor mental health at work?
Give us a call at CUBE HR, we’ll be happy to advise you and we have policies and templates available to meet every HR need.
Why not check out our other blog on the same topic Employee Wellbeing – Top Tips
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