A revised mental health guide for managers has been launched by the CIPD and mental health charity Mind. It is designed to improve support for those experiencing stress and mental health issues at work.
Recent research from CIPD found that fewer than one in three organisations train line managers to support staff with poor mental health, while mental ill-health was revealed to be the primary cause of long-term sickness absence for 22 per cent of UK organisations.
A study of 44,000 employees by Mind also showed that only 42 per cent felt that their manager would be able to identify signs they were struggling with poor mental health.
“The role of line managers in employee wellbeing is vital. They are often the first port of call for someone needing help and are most likely to see warning signs of poor mental health among employees,” said Rachel Suff, Senior Employment Relations Adviser at the CIPD.
“With the right capabilities and tools in place, they will have the ability and confidence to have sensitive conversations, intervene when needed, and signpost to the right support when needed. The positive impact that this can have on people’s well-being is enormous, but the business will also reap the benefits of happier, healthier, more engaged and productive employees.”
The free guide will equip managers with information, resources and tools to effectively support employee mental health at work. CIPD research highlighted that, where managers are able to spot warning signs of poor mental health, the level of reported common mental health conditions was significantly lower.
“Employers are increasingly taking steps to promote good wellbeing at work. But we know that too often, employees still don’t feel able to talk about issues such as stress, anxiety or depression, fearing they’ll be discriminated against, or overlooked for promotion. Equally, managers often shy away from the subject, worried about saying or doing the wrong thing. But staying silent and doing nothing can make things worse,” explained Emma Mamo, Head of Workplace Wellbeing at Mind.
“We’ve long been calling on employers to create an open culture and remove the stigma surrounding mental health. We hope this improved guide will encourage managers to start honest conversations with employees when they need extra support.”
