Mental health issues can have a significant impact on staff members and their ability to work. As an employer, it is your responsibility to ensure that your staff feels supported and cared for. – this is called ‘Duty of Care’. Providing help for mental well-being is vital for any organisation to maintain healthy levels of productivity while retaining the talent that keeps your school thriving.

Here are a few ways that you can offer support for staff members that are experiencing mental health issues:

The first step is to share links to support, via the Employee Assistance Programme (VivUp via Leeds City Council/ Education Support for those Schools who have a Service Level Agreement (SLA).

Providing information about mental health resources can be beneficial for staff members who may not know where to turn for help. There are many resources available online that can offer support and guidance on mental health issues, such as Mind and Samaritans, Leeds Wellbeing Services (NHS).

The second step is to consider and or refer to reasonable adjustments. UK law obligates employers to consider and make reasonable adjustments to help staff members with mental health issues. Reasonable adjustments can include providing time off for appointments with therapists, changes in work hours, or workplace modifications.

The third step is to refer to the Equality Act 2010. The Equality Act protects individuals from discrimination based on their mental health, and it is a legal tool to support staff members who need to take time off work or make accommodations.

The fourth step is to conduct workplace risk assessments – Wellbeing Action Support Plan (Leeds City Council Education Model Document). These assessments can help identify potential stressors in the work environment that could cause or exacerbate mental health issues. Once identified, employers can take steps to mitigate the risks involved.

The fifth step is to conduct return to work meetings. Compassionate and diplomatic return to work meetings can encourage staff members to feel heard and supported. These meetings can also help identify additional accommodations or adjustments that can be made to make the returning process smoother along with early support and interventions as required.

Finally, employers should take a fair and measured approach in line with your School model policies. The policies provide a framework for handling and supporting mental health issues in the workplace, including reasonable adjustments and time off work. Maintaining professionalism in handling mental health issues is vital to support all staff members and protect School’s legal obligations.

In conclusion, providing mental health support in the workplace is essential to the well-being of staff members and the organisation’s/ School’s success. By sharing links to support, providing reasonable adjustments, referring to the Equality Act 2010, conducting workplace risk assessments, offering return to work meetings, and adopting a fair and measured approach, employers can create a supportive workplace that prioritizes the mental health of all its staff members.