How to create a mentally healthy work environment
What can employers do to promote good mental health?
Dame Carol Black gives advice on how to implement a mental health policy at work
Geoff McDonald talks about what employers can do to improve mental health in the workplace
Mind Gym’s CEO Octavius Black discusses how to solve the UK’s productivity problem
“We work harder if we like our work. We work harder when we work with people we like.”
MIND webinar series aimed at HR professionals
Panel based webinars giving advice and making suggestions for making workplaces more mentally healthy.
TED Talk by Roselinde Torres: What it takes to be a great leader
Resources for line managers
Professor Stephen Bevan explains why mental health matters
Practical guide from Mindful Employer
This guide comes out of a respected collaboration between employers in the public, private and voluntary sectors and an NHS vocational service. It is a further step to achieving openness in recognising and responding to the needs of people at work who bear the burden and threats of a mental health condition.
Useful tool by Mental Health First Aid England
A practical guide to managing and supporting people with mental health problems in the workplace.
Helping your employee return to work after long-term absence
Long-term sickness absence is typically defined as four weeks or more continuous absence. Currently, the most prevalent conditions responsible for long-term absences are stress, anxiety and depression, back pain, coronary heart disease and cancer, with all of these predicted to increase in the years ahead.
How to support employees with mental disorders?
How to recognise the signs of mental disorders in your employees
Spot the signs, focus on what you can control, tackle the causes of stress, keep talking, help employees to cope and keep informed about mental health
Dr Olivia Carlton shares how TFL supports workers who experience psychological trauma
How to manage a conversation about mental health?
Remember, it will probably have been hard for the person concerned to tell you what’s going on for them.
With all the stigma that still surrounds mental ill health that’s understandable isn’t it? They will probably have worried about how you’d react, whether it would damage their career prospects and whether they could trust you with something so deeply personal.
Advice for small businesses
Businesses rely on having a healthy and productive workforce. Conditions like anxiety, depression and unmanageable stress are experienced by one in six British workers each year. In the past five years, employers have cited stress as the number one reason given by employees who take time off work. Work-related mental ill-health is costing businesses up to £26 billion every year.
- The development of an e-learning programme to support retention and return to work for individuals with a diagnosis of bipolar disorder
- Computerised CBT for common mental health disorders: RCT of a workplace intervention
- A controlled comparison study to evaluate different management strategies for workplace trauma
- Workplace interventions for people with common mental health problems: evidence review and recommendations
- Mental ill-health in the workforce
- Unique research on job control: findings
- Mental ill-health job retention, rehabilitation, early retirement, effective interventions: evidence based review and summary
How to manage drug and alcohol misuse at work?
Assess the likelihood of addiction and mental health in your workplace
We don’t necessarily expect to encounter mental health problems in the workplace, but as a recent survey by the Office for National Statistics revealed, almost 20% of people in the UK are affected by anxiety or depression, so we shouldn’t be surprised if mental health issues affect our colleagues or employees.
Guidelines for employers to manage drug misuse and alcohol addiction
Health and Safety at Work etc Act 1974, section 2
Management of Health and Safety at Work Regulations 1999
It is an offence under the Misuse of Drugs Act 1971 for any person knowingly to permit the production, supply or use of controlled substances on their premises except in specified circumstances (e.g. when they have been prescribed by a doctor).
Healthy Workplaces Manage Stress
Addressing the range of issues associated with an ageing workforce — from workplace health promotion to return-to-work policy and diversity-sensitive risk assessment — may seem daunting, but there are resources that can help you to make the right decisions. Here we present some practical tools and guidance developed at national, EU and international levels to help organisations, and particularly small and medium-sized enterprises, to successfully manage an ageing workforce take positive action to minimise risk, even with a limited budget.
This Emotional Resilience Toolkit provides practical guidance in promoting the resilience of individuals and teams in companies as part of an integrated health and wellbeing programme.
This is mainly a bibliographic database but the full-text is available for IPD/CIPD research publications/surveys from 1999 onwards. There are also links to the full-text of journal articles where a journal article appears on Business Source Corporate, the EBSCO database.
Key policies and best case practices
Key principles to manage work related stress
The Management Standards define the characteristics, or culture, of an organisation where the risks from work-related stress are being effectively managed and controlled.
The benefits of flexible working
New flexible working legislation could radically change the world of business. But what are the challenges and opportunities for HR?
Flexible working, whether it’s in the form of part-time hours or working remotely, is not only gaining in popularity, but has now been given a jump-start.
Case studies recommended by the government
Practical examples of organisations that have introduced successful health and wellbeing initiatives.
How to measure workplace mental health and wellbeing?
Dr Max Henderson discusses the challenges of measuring mental health in the workplace (1:57)
Professor Stephen Bevan explains how employers can measure mental health in the workplace
HSE helps you identify work stressors
Several sources of data, information and knowledge can be used to identify the extent to which work-related stress is a problem in your organisation.
Most organisations have significant amounts of qualitative and quantitative data that, when properly collated and analysed, can provide useful information to be used in the Management Standards approach
Measuring work attitudes and aspects of psychological wellbeing
Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety.
Keeping Mentally Healthy at Work
Promoting Wellbeing in the Workplace
Geoff McDonald shares his tips on how to stay mentally healthy at work
What does the British Heart Foundation recommend?
Mental wellbeing in staff should be supported through organisational good practice and can be enhanced through activities for individuals and teams. Read more information on stress-busting, physical activity, self-awareness and skills training for managers.
What does the literature say about wellbeing at work?
Wellbeing plays a central role in creating flourishing societies. Focussing on wellbeing at work can benefit societies by helping working individuals to feel happy, competent and satisfied in their roles. The evidence shows that people who achieve good standards of wellbeing at work are likely to be more creative, more loyal, more productive and provide better customer satisfaction than those with poor levels of wellbeing at work.