Navigating Mental Health in the Workplace: A Tale of Support and Understanding

In today's fast-paced world, maintaining mental health is more important than ever. For employers, understanding how to support employees going through tough times can make a significant difference. The complexities and the particulars on how mental health difficulties should be supported causes some confusion. This story will outline the legislation around offering support to employees, as an employer and/or management.

Meet Sarah:

Sarah was a star graphic designer,  known for her innovative ideas and vibrant personality. However, in recent months, her spark seemed to fade. Her work started to slip, deadlines were missed, and she appeared increasingly withdrawn. Her manager, Tom, noticed the change and decided it was time to have a conversation.

Tom’s Responsibilities

The company recently trained all their managers on recognising and approaching mental ill health in the workplace, so Tom knew he had to approach Sarah. As a manager, it was his duty to ensure the well-being of his team under the Safety, Health, and Welfare at Work Act 2005, which mandates employers to maintain a safe and healthy work environment, including mental health considerations. Observing Sarah's declining performance and withdrawal, Tom recognized signs of potential work-related stress or other mental health issues, from his training. Additionally, under the Employment Equality Acts 1998-2015, he was obligated to prevent discrimination and support employees facing mental health challenges by providing reasonable accommodations. By addressing Sarah's situation proactively, Tom aimed to fulfil his legal duties, support a valued team member, and maintain a positive, productive workplace.

Tom's Approach: A Compassionate Conversation

Tom called Sarah into his office, making sure to create a comfortable and private setting. "Sarah, I've noticed you've been having a tough time lately. Is there anything you'd like to talk about or any way we can support you?" he asked gently. Sarah hesitated but then opened up about her struggles with anxiety and depression. The workload and a few personal issues had become overwhelming, impacting her mental health and performance.

Tom’s Strategy: Fair for all

After lengthy conversations with Sarah, Tom realised that the workplace needed to support and help Sarah as much as they could. Tom was also worried about his workload and how the team would manage, when they applied such strategies for Sarah.  Negotiating this balance was difficult for Tom, getting it right was important. If the company did not get this balance correct Sarah would not receive the support she needed or Sarah would receive the right amount of support but it would have other negative impacts for the workplace such as stigma, lack of team morale and meeting targets.

Tom assured Sarah that her well-being was a priority and discussed possible accommodations to help her manage her workload better. Tom, also, suggested adjusting her deadlines and allowing her to work from home a couple of days a week. This flexibility helped reduce her stress and provided a more comfortable environment for her to work in. He also reminded Sarah about the company’s Employee Assistance Program (EAP), which offers confidential counselling services. This program, part of the company’s commitment to supporting mental health, gave Sarah a valuable resource to navigate her challenges.

Tom pointed Sarah in the right direction while remaining compassionate and focused on the overall mission of the company, not jeopardising either Sarah’s wellbeing or his responsibility as a manager.  A lot of workplaces have the misconception that it is their responsibility to manage the mental health of the staff, they feel that they must fix it.   The workplace can contribute to a helping the person but it the real healing for the individual will always come from outside the workplace.  The workplace needs to identify, understand, and manage individuals’ mental health in way that accommodates the needs of all parties involved. Striking the balance can be a challenge.

Positive Outcome

With these measures in place, Sarah began to feel more supported and less overwhelmed. Her productivity gradually improved, and she started to regain her creative spark. Tom's proactive approach not only helped Sarah but also reinforced a culture of empathy and support within the company. Sarah and Tom’s relationship started to become very strong and she felt supported in the workplace which contributes to her overall wellbeing.

Conclusion: A Culture of Care

Sarah’s story is a reminder of the crucial role employers play in supporting employees with mental health challenges. By recognizing the signs, offering flexible solutions, and fostering an inclusive environment, employers can make a significant positive impact. In Ireland, adhering to legal responsibilities such as the Safety, Health and Welfare at Work Act and the Employment Equality Acts is not just about compliance—it's about creating a workplace where every employee can thrive, even during difficult times.