How To Talk About Mental Health at Work

Our lives revolve around our work. As we work an average of approximately 100,000 hours over the course of our lifetimes, work has a tremendous impact on our mental health, both positively and negatively. For instance, success in the workplace can bring happiness and fulfillment. Friendships made at work offer deep social connections. Yet, work environments can also contribute to stress, interpersonal tension, performance anxiety, and burnout. Our increasingly diverse work settings—whether physical, virtual, or a combination of the two—present fresh opportunities and difficulties. This is why it’s critical to consider how to have a mental health conversation at work.

The importance of work to our mental health

No matter how hard we try, work cannot easily be separated from our mental health and wellbeing, and vice versa. Understanding your employer’s mental health resources and policies is essential whether you’re considering a job offer, managing your mental health issues, or simply interested in using a preventive approach to personal wellness. Learning how to express your individual requirements and inquiries to your employer is equally crucial.

Modern work and mental health at work trends

Corporate culture’s recognition of mental health issues has tended to lag behind other advancements. However, stigma still exists when people are honest about it. But current patterns, widespread pressures, and lessons learned from the COVID-19 pandemic are prompting a change in how employers and people approach creating healthier workplaces. Companies in particular are learning that providing help for mental health is not only morally required but also improves employee morale and productivity.

In a recent study, 78% of employers were asked whether they currently offer mental health resources or plan to do so in the upcoming year. This is an increase over prior years, with the pandemic contributing to a notably large jump. The same study also revealed shifting viewpoints in corporate human resources departments. Offering mental health resources to employees enhances their overall health, according to almost 100% of respondents to the survey.

Despite the shift in attitudes and the implementation of tangible assistance programs, millions of employees still lack access to mental health treatments. You might not fully comprehend the mental health resources that your employer is providing, even if they are available. If you do, you can have anxiety when expressing your wants or asking inquiries.

Fears and challenges

There are some frequent apprehensions about increasing workplace mental health knowledge. For many workers, it can still be quite awkward to express an interest in or need for mental health support. Some of this is brought on by the persistent social stigma associated with mental health. The historical discriminatory behaviors in professional settings also contribute to this unease.

For instance, leaving the office to attend a necessary medical visit, such as a yearly exam or immunization, is often permissible. Even though, it could be challenging to request a straightforward timetable modification for counseling. Also, some employees worry that by admitting their mental health issues, their job stability and work performance may suffer.

How to address mental health in the workplace

Recognize that you are not the only one among your coworkers who prioritizes mental health and looks for resources. According to a national study conducted in 2021 on mental health at work, 76% of participants reported having had at least one symptom of a mental health issue in the previous year, up from 59% in 2019.

This study not only highlights the growing need for workplaces to be more sensitive to mental health challenges, but it also demonstrates how frequently many of our coworkers and bosses are affected.

Make sure you are familiar with the company’s policies and benefits

Completely researching and comprehending the perks and policies of your firm is a crucial first step.

Coverage supplied by the employer

The majority of British receive health insurance through their employers, which serves as a vital conduit for gaining access to treatments for mental health. Although it might be challenging to grasp insurance coverage, you owe it to yourself to carefully analyze your mental health benefits. For specific questions about coverage, human resources focal points and insurance plan representatives are reliable sources of information.

Programs for assisting employees (EAP)

EAPs, a relatively new development in employee benefits, are offered by a firm to assist employees in preventing and resolving issues that can negatively affect their performance at work and in their personal lives. An EAP may offer internal or contractual services, depending on the organization. This can take the form of, among other things, short-term therapy, support groups, weight-loss and fitness programs, smoking cessation programs, and financial counseling.

Paid time off or sick leave

19% of respondents to a survey of British employees conducted earlier this year claimed that their companies recently increased the amount of time off for “mental health days” available to them. The stigma associated with using mental health as a justification for time off and the restrictiveness of some employers’ paid leave policies continue to be obstacles.

Speak out for yourself in front of the office’s “mental health advocates”

An important step in the right direction that helps to lessen stigma and shame is the growing conversation among employees regarding mental health at work. This has an impact on peoples’ propensity to look for and use resources. Only 49% of respondents, according to current survey data, said it was a great experience to discuss mental health at work.

Finding the possible “champions” of mental health in your office would be a beneficial practice before disclosing your mental health status and demands at work. These are coworkers who are ready to offer you both moral and practical help.

A coworker, your boss, a mentor in another area, or your human resources contact are a few options. Take your company’s culture into account. Does the company’s attitude, policies, and benefits reflect a normalization of mental health? Is there a particular person who has made it known that their mental health is a top priority? It’s crucial that anybody you choose to speak with is someone you feel secure and at ease disclosing sensitive information with.

Consider your level of comfort.

Determining how comfortable you feel sharing in order to reach your goal is a crucial component of this conversation. Despite the fact that you might want to disclose your mental health diagnosis and/or specific treatment requirements, you might want to provide less extensive information in order to connect with the required resources. A brief request for a day off work due to increased stress, for instance, can be all that your manager needs to know about your mental health.

Encourage others

Finally, think about contributing your own thoughts to the conversation on how your employer could better handle the mental health of its employees. Getting an idea or recommendation on what specific adjustment or resource might be helpful is frequently a solid starting point for finding a solution for many businesses.

Starting an employee resource group (ERG) with a focus on issues related to workplace mental health and well-being is another possibility.

Employees need to feel more supported by firms and their managers in discussing mental health at work and gaining access to useful, employer-based services when many of us return to more regular work schedules or get used to new working practices. Opening up about one’s own mental health work struggles can motivate and inspire others at work, starting a positive feedback loop.

Here are few certified therapists who you can get in touch and book a therapy session with:

Adrienne

Sami Valecha Johnson

Rajnish Virk