Ruhel works in the Inclusive Workplaces Policy team. He has a particular focus on mental health and neurodiversity. He has previously worked in the private sector helping organisations improve how they support employee wellbeing. He has also worked in central government supporting national policy reform.
For most, December is a joyous time of year, but it is also a time where difficulties can arise. For some employees the festive period comes with additional pressures. Work can add to the burden but can also play a part in easing it.
We want employers to understand the benefits open and honest communication can bring when it comes to supporting employee mental health and wellbeing.
What are the challenges of December?
Throughout December there are various challenges that can make life difficult. Some challenges that employers can provide support for include:
- increased workload
- financial pressures
- social interaction
- seasonal affective disorder (SAD)
Having open communication and honest conversations
Creating an environment where employees feel safe and supported to discuss their mental health is crucial, especially in December.
Julie Dennis, Head of Inclusive Workplaces Policy at Acas, highlighted:
"We know from recent research and from talking to people ourselves, employees are far more likely to disclose mental health struggles, ask for support and reasonable adjustments when they feel they are in a safe and supportive work environment."
A safe and supportive work environment develops through employers empowering employees to have open communication and honest conversations.
When employees feel they can communicate openly and have honest conversations with their employers, they can confidently and comfortably ask for support without fear of judgement and negative consequences.
How to have open communication and honest conversations
To have open communication and honest conversations, employers need to:
- build trust
- promote transparency
- address concerns effectively
- check in and check understanding
Build trust
When employees trust that their employers are genuinely interested in their wellbeing and are committed to supporting them, they are more likely to communicate their needs openly.
Trust can be developed through regular check-ins, continued conversations, two-way dialogue and creating a culture where mental health is openly discussed and supported.
Promote transparency
Transparency comes from employers being visible. Employers should show they are there to:
- listen
- share resources (such as employee assistance programmes (EAP) and mental health first aiders)
- make clear and open lines of communication
Transparency reassures employees their concerns will be taken seriously and addressed appropriately.
Address concerns effectively
When employees feel their concerns are acknowledged and addressed, they are more likely to engage in open communication and honest conversations.
Employers should actively listen to employees, take on board what is being said and work collaboratively to find solutions and resolve conflict. This can allow employers to avoid similar conflict in the future, resolve issues earlier, and demonstrate to employees the importance placed on their mental health.
Check in and check understanding
Regularly checking in and checking understanding is crucial to avoid miscommunication or misunderstanding. It also shows the value placed on employees' wellbeing, and again helps to avoid conflict, resolve issues earlier and give employees a chance to voice concerns earlier.
Checking understanding also allows employers and employees to review any form of support in place, as what may have worked previously may not work right now. This ensures employees have the best form of support they currently need.
How reasonable adjustments can also help
Creating a culture with open communication and honest conversations allows employers to talk to their employees, and employees to talk to their employers. It is important to acknowledge employee mental health can be affected in any month and time of year. However, December comes with its own challenges.
As well as communicating, there are other forms of support that can ease the burden of December, such as reasonable adjustments. Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone's mental health or disability.
Similar to creating an environment with open communication and honest conversations, most mental health reasonable adjustments are relatively simple, easy to do and free.
Find out more about: