Mental health conditions are becoming more and more prevalent as a reason for taking time away from work. It is for this reason that we created our Headstrong program! On top of the absence itself, Australian statistics suggest that individuals returning to work following time off for mental health reasons, are facing many challenges.
- 60% of employees who took time off for mental health reasons reported facing stigma and discrimination upon their return to work
- Those taking time away due to mental health have a higher incidence of reduced hours (opposed to full or increased hours) compared to claims of physical nature
- Those returning from mental health claims have significantly lower ratings of self-perceived health, with only 27% rating their health as “very good” or above
(National Return to Work Survey, Australia)
So what can employers do to make sure they aren’t contributing to these statistics when they have employees returning to work after a mental health claim?
Understand The Employee’s Needs
Imagine walking back into your workplace after taking time off for your mental health. It can be a daunting experience, filled with uncertainty and fear of judgment. But what if your employer made it their mission to understand your needs prior to getting back into it?
At the core of effective support for employees returning to work after a mental health claim is understanding their needs. This includes listening to their experiences and concerns, being aware of their triggers and limitations, and providing support and accommodations based on this information. By doing so, you as the employer can create a safe and supportive environment for the individual returning, that minimizes any stressors or triggers that may affect their experience in returning to work.
Foster A Supportive Atmosphere
Research shows that poor work culture is a huge contributor to mental health claims. It goes without saying, but an employee returning to the same environment that led them to poor mental health in the first place, is never going to end well.
Fostering a supportive environment starts with addressing any negative or toxic behaviors and encouraging positive team dynamics. It’s important to cultivate a workplace culture that prioritizes respect, support, and inclusion, and to address any bullying, discrimination, or other negative behaviors that may impact the employee’s mental health.
Beyond interpersonal culture, comes that of work/life balance. Flexibility is key in creating a supportive atmosphere, allowing for flexible schedules and workloads. Encouraging breaks and time off as needed is also important. Promoting a culture of self-care and encouraging employees to maintain work-life balance demonstrates that an employer values their employees’ well-being and supports their mental health.
Providing Resources
As an employer, you wear many hats – but being a mental health expert shouldn’t be one of them. Having resources and programs available via those people who are experts, should be a priority.
Providing resources is key for supporting employees who are returning to work after a mental health claim, and for on-going mental health support. Making Employee Assistance Programs (EAPs) available is a great way to show your commitment to your employees’ well-being. Encouraging the use of mental health benefits, such as therapy coverage, is another important step to support your employees’ well-being. Additionally, sharing information about community resources, such as support groups, counseling services, or crisis hotlines, can provide your employees with even more options for seeking support.
By offering these resources, you’re not only helping your employees, but also demonstrating your commitment to promoting mental health and well-being in the workplace.
Let’s Get to Work!
As an employer, supporting your employees returning from a mental health claim is crucial. Make it your mission to understand their needs, foster a supportive atmosphere, and provide resources. By doing so, you’ll create a safe and healthy workplace, show your commitment to mental health, and help break down the stigma associated with seeking support.
Let’s work together to prioritise mental well-being in the workplace!
Author: Tessa Nielsen
Clinical Exercise Physiologist and Content Creator at Specialised Health
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