ADVISORY,
CONCILIATION AND ARBITRATION SERVICE News Release issued by The
Government News Network on 16 April 2008
Mental health in
the workplace: spotting signs of depression
Research shows that bosses underestimate how much their
colleagues and employees are suffering from stress, anxiety and
depression. It also reveals that almost three in every ten
employees will have a mental health problem in any one year.
Mental health problems in the workplace can be very disruptive -
both for individuals and businesses. As well as affecting
people's personal lives, wellbeing and morale, it also
impacts their performance at work and is a costly burden for
businesses. A recent study found that people suffering from
depression took an average of 30 days off for each sickness
absence spell.
If you are a manager overseeing a team, or a colleague concerned
for your co-workers, how can you approach the difficult issue of
mental health? Acas, the employment relations service, outlines
their advice on how to spot and deal with mental health problems
at work. The advice coincides with Depression Awareness Week (21 -
26 April 2008) which is focusing on employment this year.
Gill Trevelyan, Head of Training and Equality Services says:
"Spotting and doing something about troubled employees is an
important business skill. As well as being good managers in the
traditional sense, we urge bosses to look out for early indicators
before they develop into something more serious, like stress or
depression. Healthy and content workers translate directly into
productive employees."
Keep your eyes open...The first sign that someone may have
depression or a problem with their mental health is often in
changes in their day-to-day behaviour. This could be
uncharacteristic behaviour such as not being able to cope with
their work, seeming distracted, a sudden loss in motivation or
absenteeism. Look out for these signs as a potential warning that
someone may be suffering from the early stages of depression.
...but don't make assumptions: We all have our ups and
downs, so a change in behaviour doesn't necessarily mean that
there is a problem. If you do notice inconsistent behaviour, then
try to establish whether it's just a blip, or perhaps the
signs of a more serious problem.
Get to the root of the problem: It's rare for someone to
voluntarily talk about a mental health problem. Approaching a
colleague who you feel may be suffering from a mental health issue
is not easy. Try and arrange a moment to catch someone privately,
and informally ask if they are feeling ok.
How can you help? Depression can sometimes be caused because of a
work issue or a personal one. Act accordingly when you establish
what the cause of the problem is. If it's work related then
you have the responsibility and control to help remedy it. If
it's a domestic issue, then talk to the individual about the
changes you can implement to make things easier, such as flexible
working. If they have not already found support, point them in the
right direction towards help from their GP or a counsellor.
Create a culture: Your long-term aim should be to create a
working environment which eradicates the stigma mental health can
carry. Introducing policies will help doing this, so staff know
and feel comfortable in feeling able to talk about the topic. You
can also make support options available, like employment
assistance programmes or access to occupational health.
Walk the talk: A policy will only work if lived out in practice.
Work with your HR manager and team to ask them to train management
and staff, and teach them to handle things sensitively. Evidence
also suggests that exercise, a balanced diet and a healthy work
pattern can help treat mild depression, so ask the company to
provide advice and encouragement in these areas for the entire workforce.
This advice coincides with the release of Acas' new free
guide on health, work and wellbeing. Available at http://www.acas.org.uk, it helps
businesses promote and manage a healthy workplace. Employers and
employees can find further guidance and advice via the Acas
website or the helpline: 08457 47 47 47.
ENDS
Notes to editors
Acas' aim is to improve organisations and working life
through better employment relations. It provides information,
advice, training and a range of services working with employers
and employees to prevent or resolve problems and improve
performance. It is an independent statutory body governed by a
Council consisting of the Acas Chair and employer, trade union and
independent members.
Source of research:
Mental Health, The Last Workplace Taboo,
June 2006, commissioned by The Shaw Trust and conducted by future
foundation.
New directions in managing employee absence, CIPD
report, June 2007.