In setting out its six top tips for managing mental health in the workplace, Acas point out that mental health issues not only affect people's personal lives, wellbeing and morale at home, but can also impact on their performance at work and be costly for businesses. Approaching a member of staff about their mental health can be very challenging for a manager or a work colleague. The six top tips are as follows:
1. Keep your eyes open: Are there changes in day-to-day behaviour?
2. Don't make assumptions: Everyone has ups and downs, so is it a blip, or signs of a more serious problem?
3. Get to the root of the problem: Talk to the person privately and ask if they are feeling OK.
4. How you can help: Act accordingly when you establish the cause of the problem.
5. Create a culture: Have a culture where individuals feel comfortable disclosing mental health issues.
6. Walk the talk: A policy will only work if lived out in practice.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
