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Addressing mental health in the workplace
Guide for Alberta employers to create a psychologically healthy workplace
During the COVID-19 outbreak, addressing mental health in the workplace is more important than ever. For more information on what employers should do during the pandemic, see our COVID-19 response plan for Alberta employers.
As an employer, you have a meaningful role in the well-being of your employees by ensuring the workplace is psychologically healthy. This has never been more evident as during the COVID-19 outbreak.
Daily routines – at home and work – have shifted. For many individuals, home and work are now the same location (along with school for many families). Health, financial and personal pressures are amplified by the tremendous uncertainty of the future.
Addressing mental health has never been so universally important in our lifetimes.
This guide for Alberta employers includes resources and suggestions to address mental health in the workplace. The supports that are available are always evolving, so we invite you to send us a message if you have any questions about addressing mental health in your workplace.
As always, contact us if you have any questions. We are available to assist Alberta employers navigate the unique challenges that we face during the pandemic and beyond.
The impacts of mental health
Mental health matters. It affects 4.2 million employed individuals in Canada
– which costs the economy upwards of $50 billion every year. That’s 50 billion reasons that mental health matters.
Those numbers are staggering, but we view this as an opportunity for employers to improve their workplace and the lives of their employees – while benefiting the bottom line. Support and resources can help employees while contributing to the goals of organizations.
What is mental health?
Mental health is vital to every individual’s overall well-being. The Mental Health Commission of Canada explains mental health
as:
“Mental health is different from the absence of mental illness, and is integral to our overall health. Mental health is a state of well-being in which the individual realizes 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 own community.”
By coping with the normal stresses of life and work, individuals are better capable of realizing their own potential.
Mental health in the workplace
Employers have the ability to contribute to the mental health of their employees, whether for better or for worse. This will have an impact on the business or organization, specifically on:
- Employee engagement and absenteeism
- Morale and job satisfaction
- Recruitment and retention
- Personal or medical leave
- Workplace injuries
- Productivity
Mental health has a direct connection with a safe and productive workplace.
What employers can do
Historically, mental health has been a challenge for employers to support – or even discuss. We have witnessed employers completely ignoring mental health.
There are direct costs associated with mental illness, which means there are direct benefits for employers to offer support and resources. The specific approaches vary depending on the type and size of organization, but they focus on:
- Increasing mental health awareness and reducing the stigma around mental illness and treatment
- Promoting a psychologically healthy workplace
- Providing support, resources and tools for individuals that require it
Employers have a variety of options to improve awareness and support within the workplace – and the first step is to take action.
Support individuals
A supportive work environment will contribute to the psychological well-being of every individual.
Supporting employees does not require extensive policies or dedicated programs, but rather respect, acknowledgement and support among and between the people of your organization.
Work-life balance
Acknowledge that it is not possible to always keep work and personal life distinct. Promote a healthy work-life balance and support each other when personal difficulties bleed between work and home.
Defined responsibilities
When everyone knows their roles (and the roles of other individuals in their organization), they are more capable to manage workloads and expectations. This clarity also promotes training and education to strengthen or evolve individual responsibilities.
The first place to start are job descriptions, especially for existing positions. If a job description is out of date, managers and employees can collaborate to define the job description and set goals for the position.
Clear communication
Communication goes two ways. Acknowledge successes and contributions while listening to feedback. A regular performance appraisal is an opportunity for two-way feedback while identifying and resolving issues.
Clear communication depends on participation of employees.
Help address mental health challenges
The leaders and managers that are in the trenches with their employees are the best suited to help identify potential mental health issues. They know what individuals on their team are dealing with at work and home, so they are the first to identify issues and can connect their employees with the proper resources.
Training and coaching can assist managers to recognize potential signs and symptoms of mental health issues, but the right resources need to be available if an issue is identified.
Employers can offer specific supports and resources for employees – to contribute to early intervention and effective treatment.
Employee assistance programs
By providing confidential emotional support directly to employees that need it, employee assistance plans (EAPs)
are an invaluable resource for workplaces and their people. An EAP will provided dedicated help for employees dealing with issues including substance abuse, stress, depression or personal challenges at home or work.
Employees and their families can receive personalized and confidential support. In many cases, EAPs offer more options and quicker access to support compared to seeking resources on their own.
Every individual has unique challenges, so the goal of an EAP is to provide support for individuals so they can focus on their work.
Policies and programs
The HR department or managers can create policies and programs for training, support and protocols for challenges that are the result of mental health issues. For example, wellness programs can promote a healthy work-life balance or bullying policies can assist managers and employees in difficult situations.
Create a safe workplace
When you have resources, policies or programs – be sure to communicate them. This will contribute to increasing awareness and reducing the stigma of mental health and create a safe workplace.
Mental health during the COVID-19 outbreak
The coronavirus pandemic is disrupting the routines of every individual – at home and work. We all face enormous health, economic and social pressures that did not exist a few months ago.
Here’s our recommendations to support mental health of your employees during these uncertain times.
Create clear policies
Provide clarity during the uncertainty. You won’t be able to answer every question, but clear policies will add some clarity. Aim to create and update the health policies and expectations of your employees.
Simply providing information will help people to answer: “What if…”
Consider the common questions that your employees are asking, such as:
- If I am feeling sick, what should I do?
- What happens if I test positive for COVID-19? What should I do?
- What should I do if my family is sick?
- What should I do if an employee comes into work feeling sick?
- What kind of support does my benefits plan offer? Will I be covered by the plan if I am laid off?
- If I am isolating, what can I expect from my compensation?
- Can I be fired if I contract COVID-19?
- What if I am afraid of contracting COVID-19 at work?
For assistance answering these questions, see our employer’s guide to employee support during a pandemic.
Provide regular updates
There has been an incredible amount of changes during the COVID-19 outbreak – and the news will likely not slow down. These updates are numerous, but everyone is seeking to find the latest information.
Communicate with your employees about what you expect from them and the policies that are in place. Answer their questions before they ask them.
Acknowledge any relevant updates provided by the governments or health authorities. Share the information and align your policies to match.
Ease the transition to remote work
Many businesses and organizations have swiftly adapted to working from home. Nearly overnight, workplace habits shifted to remote and virtual work.
In the short term, employers can ease the transition to remote work through patience and training. Many people are now learning how to complete their work using video conferencing, virtual collaboration and online tools. Without preparation, managers and their teams are adapting to this new reality – while their life at home has been disrupted.
Remote work can be a challenge for managers and teams that are used to detail-oriented project management style. With less direction for staff and a reliance on self-policing, remote work requires a shift in goal setting for projects and individuals.
Office morale needs to be considered, even when it’s “home-office” morale. Access to support and resources, such as EAPs, is more important than ever.
Ensure you have the necessary protective gear
Personal protective equipment (PPE) provides a physical barrier between individuals and the virus, and it eases stress or concern that a workplace is hazardous. Either eliminate the potential hazards related to COVID-19 or provide equipment to protect your employees from these hazards.
A mental health plan for your organization
This article only touches the basics of mental health in the workplace. The specific policies, programs and resources that employers can offer are diverse, but any plan is better than no plan.
If you’re interested in employee benefits, employee assistance programs or human resource programs, contact us to schedule a free call.
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