Promoting Mental Health at Work: The Significance of Reasonable Adjustments
Mental health conditions are also one of the leading causes of absence, with over 12% of employees taking days off as a result.
The cost of presenteeism, where employees come to work even if they’re struggling, is even greater. Worryingly, poor mental health in the workplace is extremely common, with 1 in 4 workers silently struggling.
Mental health issues impact countless individuals, and the workplace can be a challenging space for those grappling with such difficulties. It’s crucial for employers to acknowledge the profound effect of mental health challenges on their employees and to take proactive measures to offer support. One effective approach is to implement reasonable adjustments in the workplace, as recommended by the Advisory, Conciliation and Arbitration Service (ACAS) who recently published (30th March 2023) some new guidance on reasonable adjustments for mental health in the workplace for employees who report mental health issues.
The guidance is aimed at employers, managers, and HR professionals and provides detailed information on what constitutes a reasonable adjustment and how to implement them effectively.
As employees are individual, each case will differ. It’s not a one size approach fits all. It is important as Managers we listen and show empathy and offer support.
Understanding Reasonable Adjustments for Mental Health at Work
Reasonable adjustments encompass alterations to the work environment or work arrangements that facilitate employees with mental health challenges in fulfilling their job responsibilities. The specific adjustments needed can vary based on individual requirements, but some examples include:
- Flexible working setups, like part-time or remote work.
- Adaptations to work hours, such as allowing for later starts or earlier finishes.
- Modifications to tasks or responsibilities to alleviate stress or anxiety triggers.
- Providing additional support, such as access to counselling or therapy services via EAPs.
- Physical modifications i.e. equipment, to the workplace, such as reducing noise levels or establishing quiet spaces for breaks.
- Changes to an individual’s physical working arrangements
- Adapting the ways policies are applied
- provide flexibility
- signposting to further external support including NHS/ GP and Mental Health Charities
- Use of Occupational Health
The Importance of Reasonable Adjustments for Mental Health
Implementing reasonable adjustments can yield significant positive outcomes for employees grappling with mental health difficulties. By offering the necessary support and flexibility to effectively carry out their duties, employers can:
- Mitigate stress and anxiety.
- Elevate job satisfaction and productivity.
- Enhance overall mental health and well-being.
- retain employees, reducing recruitment and training costs
- reduce absence and associated costs
- make sure that people at work are well, safe and productive
- create a healthy work culture, building mental health awareness and demonstrating a commitment to good practice
Employers must also be aware of their legal obligations concerning reasonable adjustments. Under the Equality Act 2010, employers are mandated to make reasonable adjustments for employees with disabilities, which include mental health conditions. Failure to comply can lead to claims of discrimination or disability harassment. In many cases adjustments will be needed short-term.
Steps to Implement Reasonable Adjustments for Mental Health
The initial step in incorporating reasonable adjustments for mental health involves identifying employees who might be facing mental health challenges. Regular communication, check-ins with employees, and mental health surveys can assist in this process.
Once identified, it’s essential to engage in a supportive and open conversation with the employee about their mental health and the challenges they encounter at work. Collaboratively, employers and employees can explore potential adjustments to provide appropriate support and or seek further advice and signpost employees to support if necessary.
Furthermore, employers should ensure that both managers and colleagues are educated about mental health and the significance of reasonable adjustments. This fosters a culture of understanding and support that prioritises employee well-being.
In Conclusion
Making reasonable adjustments in the workplace for employees dealing with mental health challenges is pivotal for promoting employee well-being and preventing discrimination. Employers bear a legal and moral responsibility to aid employees with mental health conditions, and the implementation of reasonable adjustments is a fundamental approach to fulfilling this duty. By cultivating an environment characterised by support and flexibility, employers can help reduce stress, elevate productivity and job satisfaction, and enhance overall mental health and well-being.
What reasonable adjustments for mental health are: Reasonable adjustments for mental health – Acas
Stress and mental health at work – HSE
