What is mental health in the workplace?

Mental health in the workplace typically involves the psychological, social, and emotional wellbeing of employees within a collective work setting. A psychologically sound workplace can encourage respect and productivity, prioritizing efforts to promote and protect the mental health of its staff, which is generally the employer’s responsibility. According to canada.ca:

• Problems with mental health and mental illness account for 30% of disability claims.
• Each year, one in five Canadians encounters a mental illness or mental health concern.
• The total cost of mental illnesses and mental health issues in Canada amounts to $50 billion annually.

Workplace factors called psychosocial risk factors (PSR) can influence organizational health, individual employee wellbeing, and financial performance. The working environment and the way employees perform their duties can positively or negatively affect their mental health. Organizations typically take the following factors into account when striving to establish a mentally healthy workplace:

• balance
• civility and respect
• engagement
• growth and development
• clear leadership and expectations
• involvement and influence
• organizational culture
• workload management
• psychological demands and competencies 
• protection of physical safety
• social and psychological support
• recognition and reward
• stereotype and discrimination
• effort/reward and demand/control relationships
• violence, harassment, and bullying 
• job burnout
• tolerance
• substance abuse

Importance of mental health in the workplace

Acknowledging the importance of mental health can benefit all levels of the organization including management, human resources, and finance departments. Health and safety committees can also engage, as everyone shares responsibility for safety and health, including mental wellbeing of the organization. 

Various factors can influence your employees’ mental health, including other employees, the nature of work, leadership style, organizational size, external environmental influences on the community, and available resources. Employers typically have legal obligations to protect their employees’ mental and physical wellbeing. Amendments to several provincial and territorial occupational health and safety acts include psychological harm under the definition of harassment. The general duty clause may be applicable in regions lacking explicit legislation addressing psychological health in the workplace.

Benefits of accommodating mental health in the workplace

As an employer, you have numerous opportunities to promote a psychologically healthy and safe workplace. Establishing a supportive work environment that prioritizes mental wellbeing can boost your workforce’s strengths and competitiveness. Below are some benefits of accommodating mental health in the workplace:

• increased engagement
• improved morale
• higher employee satisfaction
• more top-talent candidates
• higher employee retention rates
• lower absenteeism
• fewer grievances
• reduced health costs
• fewer medical leaves and disability claims
• reduction in workplace injuries

Challenges of accommodating mental health in the workplace

Accommodating mental health in the workplace can present various challenges. Addressing these challenges proactively and administering supportive policies, programs, and practices can create a healthy workplace where employees prioritize their mental health. Below are some challenges you may face with strategies to overcome them:

Social stigma

Addressing perceived characteristics associated with mental health issues can help employers gain acceptance of new initiatives. You can encourage a supportive culture by promoting open discussions about mental health and providing education and training to reduce stigma.

Lack of awareness

Many employees may not fully understand mental health issues or know how to seek help. Employers can offer mental health education and awareness programs and provide resources such as Employee Assistance Programs (EAPs).

Inadequate resources

Limited access to mental health resources can hinder an employee’s ability to get help. Employers can invest in mental health benefits, including counselling services, support groups, and wellness programs. Providing flexible work arrangements can also help employees manage their mental health needs.

Legal considerations

It’s best practice for employers to comply with legal obligations related to mental health accommodations, including disability discrimination laws and occupational health and safety regulations. Employers can ensure compliance by establishing clear policies and procedures, offering training to managers and HR staff, and consulting legal experts when necessary.

Workplace culture

A supportive and inclusive workplace culture is generally necessary for promoting mental health and wellbeing. Encouraging a culture of respect, empathy, and psychological safety can help employees feel comfortable talking about mental health without fear of discrimination or stigma.

What workplaces can do to support mental health

A psychologically healthy and safe workplace encourages mental wellbeing and avoids harming employees’ mental health in reckless, negligent, or intentional ways. Below are strategies you can use to promote positive mental health:

• Clearly define employee responsibilities and duties.
• Encourage respectful, non-derogatory behaviour.
• Promote work-life balance .
• Develop a Comprehensive Workplace Health and Safety (CWHS) program.
• Assign manageable workloads.
• Ensure job descriptions are specific and current.
• Post jobs internally before looking elsewhere.
• Ask employees for feedback on how to meet deadlines better.
• Ensure employees know how their work contributes to organizational goals.
• Develop realistic work plans and project goals.
• Support continued education for professional development.
• Provide opportunities for the growth of emotional and interpersonal skills.
• Create a mentor program pairing experienced employees with new ones.
• Recognize employee achievements.
• Celebrate workplace anniversaries.
• Be flexible with work arrangements.
• Supply food for employees working overtime.
• Host activities like pizza lunches or a summer barbecue.
• Create conflict resolution practices that: 
  • understand and explore issues from everyone’s perspective
  • find a solution to satisfy all parties
  • evaluate the outcome’s success.

Start your organization’s commitment at the top

Achieving a psychologically safe workplace often involves a series of strategies, initiatives, and policies to continually improve or maintain your employees’ working life, health, and wellbeing. These activities can improve the work environment (physical, organizational, psychosocial, and economic) and increase personal empowerment and personal growth.

Compliance from all organizational levels can be beneficial when applying psychological health and safety initiatives. Support and engagement can improve behavioural factors that shape daily interactions among employees. Owners and senior leaders can impact workplace culture, management practices, values, and priorities by establishing expectations, leading by example, and dedicating time, personnel, and resources. Below are some ways to gain participation and support from your senior leaders:

• Ensure they understand the ethical, economic, and legal benefits and consequences of psychological health and safety.
• Choose a champion from every level of the organization to help promote the new policy.
• Create decision-making processes and clearly define who’s responsible for developing and carrying out your mental health and safety initiatives.

To gain participation and support from managers:

• Clearly communicate the objectives of psychological health and safety initiatives and identify those accountable for their performance.
• Show visible support from senior leaders.
• Acknowledge and appreciate managers’ ongoing efforts in maintaining a healthy and safe workplace.
• Solicit feedback from managers regarding mental health initiatives and address any concerns they may have.
• Emphasize the significance of training that can provide managers with the necessary skills and resources to address concerns their team members raise effectively.

To gain support and participation from all employees:

• Clarify the purpose of the initiatives to employees and explain how they may affect their work experience.
• Provide visible support from senior leaders and managers to reinforce organizational commitment.
• Ensure all employees understand that the policies aim to evaluate and reduce workplace factors linked to negative mental health outcomes rather than focus on personal attributes or medical information.

While adhering to health and safety regulations is generally a legal requirement, it can also lead to many organizational benefits. Creating a company culture that fosters psychological wellbeing and builds empowerment and support among employees can offer significant advantages for your organization and its staff.