Knowing how to approach and talk to an employee who has a mental health problem might seem difficult.
As an employer, if you believe an employee has poor mental health, you should arrange a conversation as soon as possible.
Helping someone to feel comfortable
Some employees might not feel comfortable talking about their mental health straight away. But it's important to let them know they can talk about their mental health at any time. This could include arranging appropriate follow up conversations if concerns continue.
To help the person feel comfortable talking, you should:
- talk to them in private
- be flexible about when and where you talk
- approach the conversation in a positive and supportive way
It might be difficult for someone to talk about their mental health. So it's important you're calm, patient, supportive and reassuring.
When talking to employees, it's important to remember that factors outside of work could also have an impact on their mental health. For example, if someone close to them has died.
Understanding what support is available
You should not be expected to be an expert in mental health. But knowing what resources are available can help employees get the support they need.
You should check what resources and support you can offer and tell employees about them. For example:
- an employee assistance programme (EAP) offering staff counselling
- mental health 'champions'
- external support networks
If an employee's mental health problem is a disability, or could reasonably be believed to be a disability, you must make reasonable adjustments.
An employee's mental health problem might not be a disability. However, their job could be making it harder to deal with. You should still consider whether you can offer any workplace changes or support to help them. Changes are usually small but they can prevent employees needing to take time off.
During the conversation
If an employee approaches you to talk about their mental health, you should thank them for opening up to you. Give them as much time as they need to talk.
During the conversation, you should:
- listen carefully to what they say
- try to identify what the cause is, for example by keeping questions open ended
- think about ways to help, for example if they know about options for support at work or how to request reasonable adjustments
- reassure them – let them know you'll help them get the support they need
You could agree to take time to think through what you've discussed before making any decisions.
Using the right language
Use appropriate language when talking about mental health. Language can affect how people feel and cause distress.
Be sensitive in the terms you use. Do not use words that are offensive or negative. For example, instead of saying 'suffering from mental health issues', say 'someone who has concerns related to their mental health.'
Being clear about confidentiality
You should reassure the person that you will not share anything they tell you with anyone else without their permission, unless there's a good reason to. If there is, you should be clear about who you'll share it with and why.
If you direct them to external support networks, for example an employee assistance programme (EAP), reassure them that the conversations will be confidential. However, let them know they can still talk to you about it if they want to.
If you think an employee is at risk
If you think an employee is at risk, you should encourage them to seek help.
This could include speaking to:
- a trusted friend or family member
- their GP
- occupational health
Your organisation might have an employee assistance programme (EAP) who you can:
- contact for advice
- direct your employee to
You can also tell them about external organisations who can help, for example:
The NHS provides a list of helplines and services that can support people with mental health problems:
- England – mental health helplines on the NHS
- Scotland – mental health services on NHS 24
- Wales – mental health services on NHS 111 Wales
If someone is in immediate danger, call 999.
Employers have a 'duty of care' to do what's reasonable and practical in situations involving an employee's mental health.
Once the employee is safe
Once the immediate situation has been handled, you should start thinking about how you can support the employee going forward.
The employee might need to take some time off. You should:
- follow your organisation's absence policy
- agree with the employee how you'll keep in touch during absence
When an employee is ready to return to work, you should have a process to follow.
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