Are businesses actually responsible for ensuring that their employees’ mental health is sound? That is a glaring question that demands a straightforward and honest answer – ignoring your employees’ mental health and wellbeing can potentially be a socially irresponsible and financially poor decision.

According to statistics released by the HSE (Health & Safety Executive), 15.4 million work days were lost in 2017 and 2018 as a direct result of work-related anxiety, stress and depression. That’s 44% of all work-related mental health problems.

The Centre for Mental Health in the UK, a leading authority in providing critical research, policy influence and economic analysis on mental health, reported last year that the UK economy had suffered losses of up to £34.9 billion due to work-related mental health problems.

Mental wellbeing and health a growing problem at work

In terms of staff retention, absenteeism and presenteeism, at least, mental health continues to be a growing problem in offices nationwide. Businesses must urgently acknowledge the fact that if they continue to ignore this pressing issue, they will not only undermine their employees’ mental health but also risk losing the wealth of their business, as well as contribute negatively to the nation’s economy.

Do businesses really need an incentive or legitimate reason to start supporting their workers’ mental health?

Consider this: a survey conducted last year by a leading HR firm in the UK revealed that 1 in 6 UK workers are combating mental health problems, such as work-related depression, stress and anxiety. As a business owner or team manager, it would be in your best interest that you pay heed to the above statistics and proactively support those in your company who are struggling with mental health problems.

In another report, it was confirmed that a culture of fear and silence around mental health is costing employers dearly:

More than 21% of the participants agreed that they took a sick leave in order to avoid work, when they were asked about the role workplace stress played in their lives; 14% said they had sent their resignation letter and 42% said they would think about resigning, when asked about the impact workplace stress was having on them; 30% said they could not openly talk with their line manager if they were feeling anxious, depressed or stressed due to work; and, 56% of employers in the same report said that they wanted to improve employee wellbeing but felt that they lacked the training or guidance to do it properly.

What businesses can do to support their workers’ wellbeing

A culture of openness

Employers should do everything possible to promote a culture where workers feel comfortable about disclosing their concerns.

Be open to adjustments

Employers should accommodate employees in order to make their roles easier, such as a change in the working environment or flexible hours.

Actively monitor stressors

Employers must be aware of, monitor and manage all the stress factors in order to deal with mental health problems early on.