How to Manage Mental Health Related Absences in the Workplace
- Robinson Grace HR
- Mar 19
- 3 min read
Any unplanned absence can be challenging for small businesses and having a clear process to manage absence and enable employees to return to work once they are well enough to do so, is vital.
Mental-health-related absences can be challenging for organisations, with conditions like anxiety, depression, stress, Post Traumatic Stress Disorder, eating disorders, self-harm, and bi-polar contributing to lost working days for one in six employees.
Therefore, prioritising mental health support is a strategic imperative. Managing these absences well can help to foster a supportive workplace culture that retains talent and boosts productivity.
Mental health issues can be one of the biggest causes of long-term sickness absence in UK workplaces. When not properly addressed, these absences can lead to reduced productivity and engagement, and increased workload for remaining staff.
Recognising early warning signs and taking the initiative to implement mental health strategies can help mitigate these impacts. How can organisations creative a supportive workplace culture?
Encourage open, two-way discussion
Fostering an open dialogue where employees feel comfortable to discuss their mental health is a vital first step. A culture that supports open conversation can enable managers and colleagues to recognise distress signs and handle sensitive conversations with empathy. Regular check-ins and an open-door policy can help to normalise employee wellbeing discussions.
Promoting wellbeing through policy and practice
Organisations should ensure they have a well-structured mental health at work plan, policy or initiatives to include available support resources such as an Employee Assistance Programme, Mental Health First Aiders, awareness training and a focus on healthy ways of working, such as regular breaks, getting fresh air, walking meetings, software, task management realistic workloads, and use of ergonomic equipment.
Managing mental health related absences effectively
When an employee report mental health concerns, it is important to deal with the situation with care and a structured approach, ensuring that personal information is handled sensitively.
Consider conducting a stress risk assessment, discuss what adjustments may be useful and talk through triggers that may exacerbate symptoms.
With consent, consider seeking a GP’s report or making an Occupational Health referral to gain expert guidance the individual’s health and on any workplace adjustments recommended. Access to Work can be a useful support resource for the individual to apply to.
Considering reasonable adjustments
Under the Equality Act 2010, mental health conditions may qualify as disabilities, meaning businesses should consider reasonable accommodations.
Whether or not the individual is covered by the protection of The Equality Acy, employers should view reasonable adjustments as an opportunity to assist the individual’s return to health and return to work.
Adjustments could include revised lighting or desk position, flexible working hours on a temporary or permanent basis, workload modifications, or signposting to additional support.
Managing absence
A structured approach to managing absence is useful, but it may be appropriate to amend the triggers that lead to formal meetings for those covered by the Equality Act and are managing a long-term condition that has a significant impact on their ability to attend work.
Meeting to discuss reasonable adjustments and a phased return to work can alleviate the anxiety of stepping straight back into the demands of a role, and help to ease an individual back into work, reducing the risk of a relapse.
Creating a culture of support
Effectively managing employee wellbeing and any mental health concerns takes a proactive approach to create a supportive culture, normalising mental health discussions and enabling work life balance.
Creating an effective strategy may feel daunting, but we are here to help. Need expert guidance on handling mental health absences, implementing workplace adjustments, and staying compliant with employment law? Interested in mental health first aid training?
Simply get in touch via clientservices@robinsongracehr.com to make managing mental health a priority!
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The content of our blogs is intended for general information and not to replace legal or other professional advice.
How to Manage Mental Health Related Absences in the Workplace
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