Mental Health in the Workplace Presented by Quinn Roache

Agenda

1. What is mental health?

2. What does the research say?

3. What have we recommended?

4. What can we do?

What is Mental Health?

Who here has ever….

What is Mental Health?

World Health Organisation: “Mental health is not just the absence of mental disorder. It

is defined as a state of well-being in which every individual realises his or her own

potential, can cope with the normal stresses of life, can work productively and fruitfully,

and is able to make a contribution to her or his community.”

What is the relationship to the workplace?

What is the relationship to the workplace?

What does the research say?

What does the research say?

TUC analysis of Labour Force Survey

• There is a persistent and significant employment gap between people defined as

disabled under the Equality Act (EA)1 and non-disabled people.

• The latest employment figures for disabled people are still only 50 per cent, with

just under 3.5 million disabled people in employment. The employment rate for non

EA disabled people was significantly higher at 80.4 per cent. (Q4 2016)

• Disabled people with long term depression and particularly those with mental

illness or phobias are under-represented in employment.

What does the research say?

TUC analysis of Labour Force Survey

Our analysis has extrapolated predictions on how long it will take the government to

achieve the aim of halving the disability employment gap.

If current trends continue in what year will the employment gap be halved for people

with long term depression and anxiety?

A. 2020

B. 2022

C. 2025

What does the research say?

If current trends continue in what year will the employment gap be halved for people

with long term mental illness or phobias?

A. 2020

B. 2025

C. 2029

What does the research say?

How are you? Mental Health in the Workplace – A Young workers’ Guide

The following issues are common during a time of austerity and could result in

increased levels of stress, anxiety and depression in the workforce:

• Redundancies

• Reorganisations

• Overwhelming workloads

• Being expected to do more with less

• Low paid jobs

• The uncertainty of zero hour contracts

Governments Independent Report - Thriving at Work

• More people are in work with a mental health condition than ever before, but many

individuals with mental health problems are struggling emotionally, off sick, less

productive, or leaving employment.

• 300,000 people with a long term mental health condition leave employment every year,

equivalent of the whole population of Newcastle or Belfast.

• It finds that around 15% of people at work have symptoms of an existing mental health

condition.

What does the research say?

What does the research say?

Government’s Independent Report - Thriving at Work

What have we recommended?

What have we recommended?

TUC have made recommendations to employers:

• Address stigma

• Create a workplace wellbeing policy

• Reasonable adjustments for mental health

• Adjust the sickness absence policy

• Consult with staff who have experienced mental ill-health

What have we recommended?

Thriving at Work Recommendations: Implement mental health core standards

• Produce, implement and communicate a mental health at work plan;

• Develop mental health awareness among employees;

• Encourage open conversations about mental health and the support available when

employees are struggling;

• Provide employees with good working conditions and ensure they have a healthy work

life balance and opportunities for development;

• Promote effective people management through line managers and supervisors;

• Routinely monitor employee mental health and wellbeing.

What can we do? Exercise

Q&A

Resources TUC Resources

• Mental health and employment: May 2017

• https://www.tuc.org.uk/sites/default/files/Mental_Health_and_Employment.pdf

• TUC Education eNote: Mental Health in the Workplace

• https://www.tuceducation.org.uk/

• How are you? Mental Health at work@ A young Workers Guide

• https://www.tuc.org.uk/sites/default/files/Gofal%20TUC%20toolkit%20-%20England.pdf

Independent Government Report

• Thriving at Work: the Stevenson/Farmer review of mental health and employer

• https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/658145/thrivin

g-at-work-stevenson-farmer-review.pdf

The Law in England, Scotland and Wales

The Equality Act 2010 protects a disabled person from:

• Direct discrimination

• Indirect discrimination

• Failure to make reasonable adjustments

• Discrimination by perception

• Discrimination by association

• Victimisation

• Harassment

A person is considered disabled if the have physical or a mental condition which has a

substantial and long-term impact on their ability to do normal day to day activities.