We’ve just wrapped up Mental Health Awareness Month, which happens every May as a way to bring attention to embracing better mental and emotional well-being among Americans. But as we all know, mental health isn’t something that can be restricted to a single month. All year-round, employers can and should be embracing and enacting policies that support the mental wellness of their staff.
But how do you do this, in practical ways that protect your employees’ privacy while also giving them ample opportunities to maintain their mental health? We’ve got suggestions to help make this a vital, vibrant part of your company culture.
What we’re talking about when we say “mental health”
Since the stigma around our mental well-being can be so strong, even in today’s world, we want to start off by pointing out that mental health includes a broad range of issues — everything from feeling a little burned out or stressed due to workplace concerns to quite serious disorders that may need active intervention and care. Therefore, “mental health” isn’t limited to illnesses that requires inpatient care.
What we’re talking about are physical brain conditions that can affect a person’s thinking, behavior, energy, or emotion and impede their ability to handle life’s everyday demands. These all can impact the workplace, so they shouldn’t be ignored or swept under the rug. It’s important to allow for open acknowledgement of these concerns so that they can be properly, compassionately addressed.
How prevalent are mental health needs in the workplace?
While you might think that mental health isn’t that significant an issue for employees, the reality is that the need is probably bigger than you realize. According to the National Institute of Mental Health, nearly 20 percent of Americans (close to 44 million Americans!) will experience a mental health condition that has some impact on their daily life.
Among the most common of these issues are two conditions that someone you know personally likely deals with. So, you can expect that some of your employees face them too:
- Anxiety Disorders — Over 18 percent of adults find themselves contending with anxiety-related conditions, which include post-traumatic stress disorder (PTSD), obsessive-compulsive disorder (OCD), panic disorder (panic attacks), generalized anxiety disorder and specific phobias.
- Mood Disorders — Close to 10 percent of adults are affected by mood disorders, such as depression and bipolar disorder, that make it harder for them to regulate their moods.
Other mental, behavioral, or emotional challenges also fall under this category, including eating disorders, substance abuse, and a variety of personality disorders as well as conditions such as schizophrenia. These are all more common that you might expect.
It’s fair to say that some of your employees are facing these issues. Many of these mental illnesses qualify for protection under the Americans with Disabilities Act (ADA). So, employers that must follow ADA guidelines need to be aware of how to handle accommodation requests, conduct interactive conversations, and ensure policies and practices aren’t in violation of ADA requirements. For these reasons and more, it is wise to properly address mental health in your HR policies.
Don’t know if your organization is required to comply with the ADA or if an employee’s condition is covered? Who’s Your HR? can help you answer both of those questions.
There’s Value in Supporting Employees’ Mental Health
There are numerous advantages and benefits to be had when the workplace embraces support of mental well-being among workers:
- Positive coworker interactions — When employees are supported and managing their emotions well, it helps improve the overall atmosphere of the work environment.
- Fewer sick days taken — Mental health and physical health go hand in hand. When employees are feeling emotionally well, they tend to be less susceptible to physical ailments — and more likely to come into work.
- Greater productivity — Since mental health challenges can drain attention and energy, it stands to reason that when your staff are mentally well, they’ll be better equipped to handle their roles and responsibilities.
So, how do you actively set policies in place to prevent discriminatory practices and support employees in pursuing their mental wellness?
Talk about mental health
Rather than allowing the stigma of mental health concerns to continue in your company, be willing to address the issue in an open way. Train supervisors on how to speak about mental health in ways that are not judgmental. Bring in speakers to educate staff on mental health.
Promote assistance programs
Many health insurance providers offer an “Employee Assistance Program” to help address issues at the beginning stages. These programs invite employees to call for assistance when they’re feeling anxious or depressed, or are worried about their mental health, in a safe, private setting. Make sure all employees know about this program and how to make use of it.
Encourage self-care
Sometimes, employees need reminders that it is okay to take time off when they need it. Make sure that you communicate that time off requests are acceptable. By allotting “mental health days” to every employee, you send the message that it’s permissible for staff to take a rest and de-stress before it leads to other problems.
You can supplement this support with occasional free classes or training modules that teach common, easily accessible coping techniques such as deep breathing, healthy communication, focus tips, meditation, etc. You might also consider offering optional employee yoga sessions, or give everyone an extra daily break to take short walks outdoors.
Set up space and time to relax — and include it in your HR policies
To help create a workplace that supports mental and physical well-being, we recommend incorporating brief morning and afternoon breaks, as well as meal breaks into employees’ daily schedules. Remember, in most cases, for non-exempt employees, any break that is less than 20 minutes is paid time but any period of 20 minutes or more in which the employee is not doing any work is unpaid.
Communicating about break time verbally and in the employee handbook is one thing (and it can be valuable). It’s even better when you create an inviting area for breaks to be taken. Consider brightening up the lunchroom or providing snacks to help persuade people to take a regular breather.
Invite self-assessments
While you want to use caution in asking employees to identify their mental health conditions to you for privacy reasons, and to avoid accusations of discrimination, it’s still important to create ways for employees to get mental health support when needed. One creative way to do so is to offer tools that they can use anytime to assess their needs. Examples include:
- Mental health meter quiz
- Mood assessment checklist
- Work-life balance quiz
- Assessing your current situation questionnaire
Why not offer these tools during open enrollment, when you can logically also talk about the Employee Assistance Program? Make these tools available to all employees year-round, so they can use them anytime.
Ensure HR policies make room for employees to care for mental health
Offer days off (with or without pay) and allow employees to use them for services that promote their mental well-being. You might even allot a few days a year as “mental health days.” Determine how you will accommodate employees who may need to take time off regularly for counseling appointments. By planning for and codifying these policies now, you’ll be ready to execute them fairly when the need arises.
Assess Your HR Procedures to Make Room for Mental Health Practices
There are many ways to ensure your workplace properly supports the needs of your staff, without stigmatizing mental health conditions. And it’s essential to do so in ways that can be applied across the board for all employees to avoid discrimination and ensure practices are fair and compliant with all legal regulations for your industry.
Who’s Your HR? would love to help you craft clear HR policies around mental wellness, consult with you on unique perks that invite self-care, evaluate health insurance providers to ensure you get a proper Employee Assistance Program, and more.
Contact us at 539-215-8868 to schedule a consultation.
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