From hiring to healing: The expanding role of HR in Employee well-being and mental health

This summer, I attended the inspiring HTAG conference on High Impact HR. The conference kicked off with the question: "What is impact?" Various definitions were shared, with one resonating strongly: Impact is about creating a lasting legacy – the mark we leave behind that continues to inspire, shape, and influence others long after we're gone.

Amid the turmoil of recent years, the role of Human Resources (HR) has once again undergone a profound transformation. Increased awareness of mental health and its profound impact on productivity has been a key driver. The COVID-19 pandemic magnified these issues, pushing us to rethink our strategies, including the recognition that a safe, healthy working environment plays a crucial role in protecting mental health.

Mental health in the workplace: A growing concern

The link between mental health and work is undeniable. WHO highlights that a supportive work environment can boost well-being, but poor working conditions can harm it. Discrimination, lack of autonomy, and job insecurity are all risks that can worsen mental health.

HR plays a pivotal role in addressing mental health risks and fostering environments where mental health is a priority.

Employees across sectors are navigating anxiety, depression, and burnout, prompting HR leaders to take proactive approaches to mental health. This shift is critical not only for employee well-being but also for job satisfaction, retention, and performance. The impact that we as HR professionals can have on this is huge. A 10% shift in the number of employees on short term sick leave can already have drastic effects on company costs. The global costs of neglecting well-being are real and significant, for employees personally and for their employers:

? $322 billion cost globally in employee turnover and lost productivity when low well-being shows up as employee burnout.

HR’s Role in promoting mental health: key areas of focus

Fostering a supportive work environment

A healthy work environment is a key protective factor for mental health. When employees feel supported and valued, their sense of purpose and job satisfaction increases. We can lead the way by:

1. Developing mental health-friendly policies that promote open communication about mental health. This includes the implementation of confidential advisors, who provide a safe space for employees to discuss their concerns, as well as the establishment of an internal prevention service focused on proactively identifying and mitigating mental health risks. HR’s involvement in this open communication is crucial so that we can collaborate with key stakeholders to address workplace well-being issues and develop solutions together.
2. Encouraging work-life balance, offering flexible working arrangements where possible to reduce stress and burnout.
3. Providing resources such as Employee Assistance Programs (EAPs), which offer confidential support for those dealing with mental health issues or stress.

Addressing mental health risks in the workplace

Mental health risks, including discrimination, poor working conditions, and lack of autonomy, are challenges that HR must address. We can:

1. Improve working conditions by conducting regular risk assessments and identifying areas where employees feel vulnerable, overworked, or unsupported.
2. Create fair and transparent promotion pathways that give workers more control over their careers.
3. Promote autonomy by involving employees in decision-making processes and creating opportunities for skill development, which boosts confidence and reduces stress.

Supporting workers to participate and thrive

Employees with mental health conditions can still contribute meaningfully to the workplace with the right support. HR should ensure that:

1. Reasonable accommodations are made, such as flexible work hours, phased returns to work, or access to quiet spaces for breaks.
2. Regular check-ins are conducted between managers and their team members, ensuring that mental health support is embedded into day-to-day operations.

The role of the manager is crucial

Training managers to recognize and address mental health issues

Managers are often the first line of contact for employees experiencing stress or mental health challenges. However, without proper training, they may struggle to provide appropriate support. We should:

1. Implement mental health training programs for managers, teaching them how to recognize early signs of stress, anxiety, and burnout.
2. Encourage proactive management, where managers regularly engage with employees about workload, personal challenges, and stressors, creating an open dialogue around mental health.

Creating Policies Through Government and Organizational Collaboration

Mental health in the workplace isn’t just an HR issue; it requires collaboration with governments and worker organizations to develop policies that prevent mental health risks. in HR we should can work with these stakeholders to:

1. Support legislative protections that prevent discrimination and promote mental health, such as fair working hours and mandatory training for all employees.
2. Engage with unions and employee representatives to ensure that mental health policies reflect the needs and experiences of the workforce.

Breaking stigma and building a legacy

Stigma remains one of the biggest barriers to addressing mental health in the workplace, as noted by the WHO. It prevents employees from seeking help and contributes to a culture of silence around mental health challenges. To break this stigma, HR must lead by example, fostering a culture of openness and support. By normalizing conversations about mental health through anti-stigma initiatives and inclusive policies, we create a work environment where every individual feels valued and supported.

Moreover, embedding mental health into our organizational culture can pave the way for innovative HR practices. For example, linking well-being initiatives with recognition programs allows employees to feel acknowledged for both their contributions and their well-being efforts. When mental health and recognition are integrated, it creates a holistic approach to well-being, amplifying the importance of both personal and professional growth. This not only supports individual mental health but builds a workplace legacy where well-being is prioritized at every level.

#WorldMentalHealthDay