World Mental Health Day: What employers needs to know about depression in the workplace

Prioritising mental health in the workplace is the theme for 2024’s World Mental Health Day – and it’s fair to say this is very much needed.

Depression – along with anxiety, chronic stress and burnout – is among the mental health issues that most commonly crop up at work. So, what do employers need to know about it and how can they ensure their workforces are well supported?

Michelle Robinson Hayes, mental health trainer and preventative services lead at Vita Health Group, says: “Depression can be a significant issue in workplace wellbeing, as it affects not only individual employees, but also overall organisational health. In 2022/23, there were an estimated 875,000 workers suffering from work-related stress, depression or anxiety, resulting in 17.1 million working days lost, according to the Health and Safety Executive (HSE).

“Employers play an important role in helping employees manage depression. An organisation’s approach to mental health can either exacerbate or alleviate an individual’s symptoms,” she adds. “Addressing depression as part of workplace wellbeing requires a proactive, supportive environment that acknowledges both the complexity of an individual employee’s mental health and the direct impact it can have on performance.”

A workplace priority

While the causes of depression can be complex, it’s something that “significantly impacts workplace wellbeing,” says Kerri Mee, clinical lead at Onebright and CBT therapist.

“It can be triggered by work-related stressors such as lack of control over tasks, job insecurity, toxic environments, overworking, harassment, and imbalance between work and personal life,” Mee adds. “Depression not only affects an individual’s mood, but also their productivity, decision-making, and social interactions at work.

“The workplace has become a critical setting for identifying and addressing mental health issues, especially in the wake of the pandemic, which has exacerbated many people’s mental health struggles. Early detection and intervention in the workplace are vital to improving employee wellbeing and maintaining productivity.”

Training is vital

As Robinson Hayes points out: “Research indicates that managers impact employees’ mental health (69%) more than doctors (51%) or therapists (41%), and are on par with a spouse or partner (69%). And yet, research by the Institution of Occupational Safety and Health found that only 31% of managers have been sufficiently trained to recognise symptoms of mental ill health.

“Given how few managers have been given the appropriate training needed, it may come as little surprise to find that nearly half of employees feel their managers are ill-equipped to handle mental health-related conversations. The lack of preparedness can lead to missed opportunities for early intervention, exacerbating existing issues.”

She says training is an essential piece of the jigsaw here, as well as clear guidance on signposting. And Robinson Hayes adds: “Managers should also understand the protocols for handling emergency mental health situations and employees who are in distress.”

Managers need to be supported too

In addition to training, it’s also key managers’ own mental wellbeing is continually considered and supported. “Managers play a crucial role in supporting mental health within their teams, but it is equally important to consider their own wellbeing,” says Mee.

“Given the pressures they face in meeting both company goals and employee needs, providing frameworks of support at all levels is essential. Key to this is offering mental health training for managers, enabling them to recognise and address signs of depression in their teams.

“Additionally, ensuring managers have access to support systems themselves – such as mental health resources, balanced workloads, and clear expectations – can create a healthier environment for everyone. Strong leadership in mental health advocacy helps create an inclusive and empathetic work culture.”

Factoring this into the equation also has a trickle-down effect, reinforcing that asking for support is encouraged. Robinson Hayes adds: “To combat stigma around mental health, managers should model positive behaviours, facilitate open discussions about mental health, and promote work-life balance initiatives.

“Employees should feel empowered to use available support without fear of judgement or career detriment. It’s important that mental health support is comprehensive and spans all levels, so managers feel empowered and are equipped to handle their own pressures while helping their teams.”

Don’t wait for a crisis

As the saying goes, prevention is better than cure. Mee stresses the importance of “supporting mental health early on, rather than waiting for employees to experience full burnout or breakdown. Providing mental health days and encouraging employees to seek help early can prevent more serious consequences,” she adds – which can be built into internal comms strategies.

“Sharing personal stories – whether from leadership or staff – can help reduce stigma and bring a culture of empathy and understanding,” says Mee. “Adjustments in workloads and expectations should be made before someone’s mental health deteriorates, and strong connections between managers and employees can help detect and address issues early on.”

Open and trusted communication between managers and line reports is key here, and keeping in mind that managing mental health at work is not a ‘one-size-fits-all’ approach.

Token solutions don’t make up for poor culture

Finally, employers need to remember that ticking boxes with their wellbeing benefits schemes will not make up for a workplace culture that is harmful, or does not actively seek to promote mental wellbeing.

“While wellness programmes like yoga or gym memberships are valuable, they don’t address systemic workplace issues such as bullying, overwork, or a lack of flexibility, which are often the root causes, or triggers, of employee mental health struggles,” says Robinson Hayes.

“Leaders must take responsibility for identifying and changing toxic elements in the work culture that contribute to poor mental health. This means fostering an inclusive, balanced, and psychologically safe environment where employees feel valued, heard, and supported. A healthy workplace culture can reduce the onset of mental health challenges and increase overall job satisfaction and retention.”

Mee adds: “Addressing the root causes of mental health challenges within the workplace – such as toxic cultures, overworking, lack of flexibility, or bullying – is essential. Leaders must acknowledge that such systemic issues can exacerbate mental health problems and in turn actively work to improve the work environment.

“Simply providing benefits is not enough; meaningful changes, such as promoting open communication, addressing overwork, and ensuring employee safety and wellbeing, are critical to creating a mentally healthy workplace. Importantly, leadership must be genuine in their commitment, ensuring that wellbeing initiatives are practised and not just advertised.”

For more World Mental Health Day information and resources, visit mentalhealth.org.uk

In ESG news this week:

• Nearly half of the world’s electricity is set to be powered by renewable energy by 2030, according to forecasts, but the landmark would still miss global targets.
• Climate groups are calling for £1.9 billion a year to support offshore oil and gas workers and communities through the shift to renewable energy.
• Britain could get a swathe of giant so-called “water batteries” in the coming years, under a new scheme to boost investment into clean energy storage.
• Parcel delivery firm Evri has announced a partnership with disability equality charity Scope aimed at improving doorstep deliveries for people with a condition or impairment.
• Reforms that could see the bosses of polluting water companies having bonuses blocked, and even jailed if they impede investigations, have been set out by the Government in Parliament.

Find out more about our ESG offering here: https://go.pa.media/l/314511/2022-11-07/l91tq

PA Mediapoint connects the PR and communications industry with influential journalists, content creators and distribution solutions, to ensure unparalleled support from its editorial expertise to achieve impact across the news ecosystem.