Will addressing mental health in the workplace open a can of worms?

"Will bringing mental health awareness to the forefront open a can of worms?”

“If we start talking as a workplace about mental health, our sick days will increase as everyone will have an excuse to take time off – our sick leave will increase.”

These are concerns from leaders that the team at Mentally Well Workplaces discuss on a regular basis.

Leaders and managers are often genuinely concerned that if they commence educating employees and raising awareness about mental health it could create an increase in sick leave and spiral out of control.??The fact is the exact opposite occurs.??

Misconceptions

There are many misconceptions and stigmas surrounding mental health in the workplace, one of which is the assumption that employees might fake mental health days or use them as an excuse to take time off work. This assumption can be harmful, contribute to ongoing stigma and create a negative and unsupportive work environment for employees struggling with mental health issues.

Assuming that an employee is faking a mental health day can lead to several negative outcomes. Firstly, it can cause employees to feel unsupported and unvalued, leading to decreased morale and job satisfaction. Additionally, it can discourage employees from seeking help for their mental health challenges, fearing that they will not be taken seriously or supported by their employer.

?Ironically, when employees feel that their leaders/managers don't trust them, they will likely feel less engaged and less motivated to work.

Disclosing Mental Health Challenges

“One of my staff took a Friday off and told me he needed a mental health day.”

If an employee discloses, they are taking a mental health day consider it a positive action.??It is far preferable for an employee to be open about possible mental health challenges than feeling the need to hide it.?Hiding mental health challenges can lead to increased stress and anxiety, which can ultimately impact work performance and overall well-being.????In fact, Allianz Australia research found that employees are more likely to take a sick day and attribute it to a fictitious illness that admit it is for a mental health day. ?The research found most full-time working Australians (93 %) are uncomfortable discussing or disclosing a mental health condition to a manager, and instead would prefer to lie when taking sick day.?Further, 85 %of employees feel their manager is more likely to think their need for time off is genuine if they say they are suffering from a cold or flu rather than for stress or anxiety.

?An essential step to take before assuming the employee is “faking” a mental health day should be to have an open and supportive conversation with the employee - ??there is a good chance that they need some extra support.?

Mental health awareness training?can help to combat these issues by providing leaders, managers and supervisors with the skills and knowledge to recognise when an employee may be struggling and how to support them appropriately.

?Furthermore, mental health challenges do not suddenly materialise. Most individuals suffering from poor mental health will show signs, however, the signs can be difficult to identify, for those who have not received adequate training in mental health awareness.

Research

Research has consistently demonstrated creating a mentally well workplace can reduce sick leave and absenteeism. A study conducted by the Black Dog Institute in Australia found that implementing a workplace mental health program resulted in a 32% reduction in sick leave and a 36% reduction in workers' compensation claims for mental health conditions.

Additionally, a report by the World Health Organization (WHO) found that companies that invest in mental health programs and resources can see a return on investment of 4 to 6 times the initial investment through increased productivity and reduced absenteeism and staff turnover.

Summary

?It is understandable that some leaders and managers may feel hesitant about addressing mental health in the workplace, however this usually stems from lack of understanding, rather than lack of care.

What’s more creating a mentally well workplace ?is not solely the responsibility of leaders and management. Employees play an important role in contributing to the culture of their workplace and can also take steps to support their own mental health and that of their colleagues. Employees are also the people on the ground who have good knowledge about the psychological hazards in the workplace, so consulting them is paramount to success when implementing psychological safety strategies.

Ultimately, creating a mentally well workplace requires a collaborative effort between leaders, management, and employees. ??However, without trust from all parties, it can be challenging to build open and honest communication channels, which are crucial for a psychologically safe workplace.

?So go ahead and open that can of worms. – ?you will find the benefits far outweigh any potential negative consequences. ??

Book a workplace mental health course or workshop with us.

Mentally Well Workplaces ?We offer both in-person and online mental health inductions, workshops, and Mental Health First Aid courses for workplaces across Australia.