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Duty of care

These reformations have put demand on everyone, from a CEO to a line manager. We are a leading firm of employment law solicitors, acting for clients in the City and throughout the UK. Whenever you find yourself slipping into one of these behaviours, why not turn to a favourite activity or make a conscious decision to talk to someone about it? For example, allowing them to have more rest breaks or working with them each day to help prioritise their workload. This can be really helpful at times when were not feeling our best, but its also important to make sure we look after ourselves during the good times; this can improve our overall wellbeing and also help us to be more able to cope when we do face challenges.

You should encourage them to share any concerns they have and address any worries about their physical and mental wellbeing. It is critical for businesses to ensure they meet their legal obligations and duties towards their workforce, not only to ensure a safe place of work, but also to address underlying mental health conditions from which some staff may suffer. Whether you work with 10 people, 10000 people or just yourself, paying attention to mental health at work training has never been more important. Another very big concern is that MHFA is a sticking plaster on the gaping wound that is mental health support in this country. Wellbeing and personnel selection are closely linked. The guide also provides advice for line managers and employers in creating a mentally healthy workplace.

Its important that your organisation has clear absence and performance policies and processes so that a consistent approach operates throughout the organisation. Offer healthy snacks in the office and a smoothie station. Mental health of employees is a difficult challenge to tackle. Looking after workplace wellbeing initiatives can sometimes be quite difficult. Ill start with the simplest suggestion, but the one that is often the first thing to go out the window when weve nowhere to go and nobody to see. Take some time to relax before going to bed as thatll help you switch off, try reading a book or listening to relaxing music.

Take extra measures to ensure employees feel cared for and supported, and so implementing an employee wellbeing service may be an excellent step to take. However, they are likely to serve as constraints and stress for managers. Either way, staff members need to have the support of a sympathetic management style that will notice any issues early on so that any individual problems around staff wellbeing can be acted upon before they develop into a full blown mental health problems. Nor will mental health policies alone solve the problem. You might not be talking about it, because mental health in the workplace is still a taboo subject. For many jobs, induction will need to include formal training geared to the employees pace of learning, opportunities to observe colleagues work and the explicit identification of sources of support for tackling problems that arise.

It may help to only check the news at set times or limiting yourself to checking a couple of times a day. This also helps to ensure that issues are addressed and changes made as required. In addition to this, you can raise your concerns in the form of the grievance so the issues can be addressed or alternatively you can report this to your local authority or Health and Safety Executive. By law, workplaces have to try to look at reasonable accommodations for anyone who experiences a disability, including a mental illness. Its critical we offer a safe place for people to speak up and offer the right support choices. Recent reports have discovered a crisis around workplace mental health today.

Invite them to talk to you one-on-one, somewhere you won't be interrupted. Lack of motivation, lack of attention to detail and making mistakes could suggest that his or her mind is not on the job. Like with many long-term health conditions, people with mental health problems may need to make long term or permanent changes in their lives or jobs to manage. Take regular breaks and make a point of getting away from your desk or work environment at lunchtime. Employers have a legal obligation to make adjustments - within reason - to accommodate employees with mental illness, which is legally defined as a disability.

This will inevitably affect the productivity of employees, resulting in mental health issues. Everyone should feel safe and supported to talk about employers duty of care with their line manager. Workers needs, behaviours and attitudes to their work will change. In practice, it can be hard to distinguish when stress turns into a mental health problem and when existing mental health problems become exaggerated by stress at work. Discussion about performance is less stressful when it is part of everyday dialogue. Employers have an essential role to play in supporting employees with education about mental health and creating an open dialogue.