Most employers want to do the right thing by employees experiencing mental distress but may not know what to do. It’s normal to be cautious in a situation that is sensitive. But, don’t let that hold you back. Often small actions, even just listening, can make a big difference. 

Be a good employer

Someone who is experiencing distress might be anxious about being treated fairly. If they trust their employer or manager, they are more likely to discuss their challenges sooner and more honestly. That allows you the chance to put strategies in place early, or even prevent problems arising.

Having these conversations with your staff can be complicated. We have resources to help your workers decide what and how to share with you.

Problem sharing and solving

Mental health in the workplace

Provide a safe environment

Make talking openly about mental distress a comfortable, everyday thing. When a workplace has a tight-knit environment, it can be difficult for employees to ask for help when they need it. Provide information and raise awareness about mental health issues for your employees, including alcohol and drug issues to make it easier for them.

Positive communication at work(external link) — Mental Health Foundation

Problem sharing and solving

Walk the talk on discrimination

Make sure your workplace doesn’t discriminate on an employee’s mental health status.

Avoiding discrimination in the workplace(external link) — Nōku te Ao 

Support employees returning to work

When they are ready, talk to your employee about what work they are ready for (or not) and create a return-to-work support plan with them. Make sure you concentrate on what they say they can do, rather than what you think they can’t.

Avoid labels

Sometimes a person experiencing mental distress will have a diagnosis. But mental distress can affect different people in different ways and people do recover. If there are issues at work because of mental distress, concentrate on managing any behaviours rather than what you think the diagnosis means.

Be clear, but be flexible

You still need the work to be done but keep an open mind about different ways to achieve this, eg, offering flexible working conditions, working from home, shorter hours or doing different tasks.

Talk to staff about how you can support them best.

Flexible working arrangements

Respect confidentiality

Maintain confidentiality in line with your employee’s wishes and any privacy requirements.

Protecting customer and employee information

Value insights and experience

Often people learn a lot about themselves and others through their challenges and experience. That can make them more empathetic, self-aware and emotionally intelligent. They also tend to be loyal, if their employer sticks by them.

Open Minds guide for managers(external link) — Mental Health Foundation

Protecting customer and employee information

Talking with your team about uncertain times

If workloads are high, maybe it’s time to take on a new employee or look for additional support from outside your business. Assess if you an your staff are focusing on the right priorities or if there are better ways of getting the work done that might relieve a bit of pressure. 

Talking with your team about uncertain times

When to hire

A mentally healthy workplace is good for everyone – and your business. It is also a legal requirement. Managing health and safety risks associated with stress is the law. Sick leave must be granted to allow employees to care for their mental health, as they would their physical health. 

Businesses that invest in building and maintaining good wellbeing report higher productivity, sales and customer satisfaction. Feeling connected at work, feeling valued and having healthy relationships between employers, managers and employees, have a major influence on mental wellbeing.

Why workplace wellbeing is important 

A healthy work environment includes:

• Zero tolerance of discrimination – Ensuring any mental health issues are treated the same as physical health.
• Zero tolerance of bullying – Immediate action is taken if reported, no matter who it involves.
• Mentally healthy behaviours are part of your work culture – Positive ways of working are reinforced, and activities and exercises supporting these are promoted.
• Positive interactions based on trust, respect and civility – As the employer, role-model these by following through on what you say, and immediately addressing rude or unacceptable behaviour.
• Strength-based support for employees – Recognise what employees can do in their work and build on their strengths.
• Promote teamwork and reduce social isolation – Make sure your people work together for a common aim, even if their tasks don’t overlap.
• Acknowledge emotions in the workplace – Be aware of how people are feeling and respond with empathy and support.
• Build a culture where people feel they can ask for support – Make discussing emotions easy to talk about, and have support readily available.

The Mental Health Foundation has many resources to help you build mental wellbeing in your workplace, including ways to promote positive communication, reduce workplace stress, and prevent bullying.

Working Well guides and resources(external link) — Mental Health Foundation