April is designated as Stress Awareness Month, highlighting the critical issue of work-related stress affecting millions.
- In 2022/23, 17.1 million working days were lost due to stress, anxiety, and depression in the UK.
- WorkNest experts advise employers to monitor how they manage an employee off work due to stress, guided by specific legislation.
- Ensuring policies are up-to-date and maintaining appropriate communication is crucial for managing work-related stress effectively.
- Fostering a mentally healthy workplace goes beyond legal compliance, offering broad business benefits including increased productivity.
In April, a spotlight is cast on the pressing challenge of work-related stress, as the nation observes Stress Awareness Month. With stress, anxiety, and depression accounting for nearly half of all work-related ill-health cases, an examination of workplace practices reveals an urgent need for effective management strategies. The current environment indicates that 17.1 million working days were lost in the UK during 2022/23 due to these issues, underscoring the economic and personal toll on the workforce.
WorkNest, a prominent employment law and HR consultancy, has highlighted critical practices that employers should adopt. On average, they manage 3,000 sickness absence enquiries monthly, with approximately half relating to stress, anxiety, or depression. Employers navigate a delicate balance when maintaining contact with employees absent due to stress, where legislation such as the Equality Act and Health and Safety at Work Act becomes pertinent.
Lesley Rennie, an Employment Solicitor at WorkNest, recommends several strategies to support employees while fulfilling legal duties. Employers are urged to keep sick leave management policies current and ensure they are communicated clearly to staff. Moreover, balancing regular contact with absent employees is advised, fostering concern and gathering health status updates without causing additional stress.
To facilitate an employee’s return, businesses should request medical documentation to comprehend extended absences and consider conducting return-to-work interviews. Such initiatives can offer necessary support and pave the way for potential workplace adjustments aimed at easing the transition back to work, such as reduced hours or flexible schedules.
Preventing stress from escalating into prolonged absences is pivotal. Susan Doran, a Health and Safety Consultant at WorkNest, advocates for a shift in mindset towards integrative health in the workplace. She emphasises that mental health should be prioritised similarly to physical health and safety, noting the Health and Safety Executive’s focus on mental health in their strategic outlook.
Employers may benefit significantly from fostering a mentally healthy workplace, beyond merely complying with regulations. The potential for increased productivity, decreased absenteeism, and reduced staff turnover presents compelling incentives. Thus, creating initiatives centred around individual wellbeing is not solely a legal obligation but also a moral imperative.
To mitigate stress effectively, proactive early intervention is essential. Susan Doran outlines actionable steps for employers. Implementing a comprehensive stress management policy and training managers to identify and address stress proactively can significantly enhance workplace health. Additionally, collecting data on stress-related absences aids in understanding contributory factors.
Utilising tools such as the HSE’s Talking Toolkits can assist in opening dialogues between managers and employees, particularly in smaller organisations. These conversations are essential for gathering insights that could otherwise be inaccessible without extensive surveys. Conducting risk assessments further ensures that employers address workplace stressors and implement control measures to support employees effectively.
Ultimately, prioritising mental health in the workplace not only fulfils a legal duty but also supports a productive and resilient workforce.
