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Mental Health

Mental Health Awareness, Green ribbon

Mental health conditions are real but often invisible and affect one in four of us in the UK.

Some mental health problems are described using words that are in everyday use – for example, ‘depression’ or ‘anxiety’. The most commonly diagnosed forms are depression, anxiety, obsessive compulsive disorder (OCD), phobias, bipolar disorder (formerly known as manic depression), and eating disorders.

Another common mental health condition is grief associated with a traumatic experience such as divorce or bereavement.

How it impacts the individual

Mental health is a broad term and the level of impact it has upon an individual may range from mild to severe. The main challenge with Mental Health is getting employees to discuss their needs, requiring sensitivity and patience.

There is no one size fits all for the provision of reasonable adjustments for employees with a mental health condition but, for those elements of their daily tasks (or infrequent but nevertheless high-stake situations such as their annual appraisal process) that need to be completed under pressure or may require self-reflection or personal discussions, they may experience an increased level of challenge and some additional barriers.

The more you know about the individual the more you can support them, remember you don’t necessarily need to know the nature of the condition, you do need to know, in the context of the tasks they are being asked to undertake, whether they envisage needing additional support or adjustments.

Practical steps you can take to help

There are several practical, straightforward, ways you can help:

  • Don’t make any assumptions
  • Be patient and avoid making judgements
  • Try to remove sources of stress or things that can cause confusion, – these might include giving them multiple tasks at once, group situations or busy and crowded areas
  • Keep communication simple and straightforward
  • Bak-up verbal instructions with written instructions to confirm understanding
  • Stick to the plan, avoid late changes in arrangements or a departure from the plan
  • Encourage and enable them to prepare in advance of important meetings or projects
  • Suggest they have a chat with your workplace psychologist or therapist (if there is one)

Treatment

If you feel it is appropriate, and that the employee is likely to welcome it, you may wish to sensitively discuss treatment options with them. If there is a workplace psychologist to refer them to, then obviously this will form part of the discussions they have with the psychologist. Medical professionals will be able to recommend therapy and/or medication – but they shouldn’t worry – treatment of any kind can never be forced upon them (even after a formal diagnosis).

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