Do you have a mental health plan for your employee's?

Here at Thrive, our focus this year is to ensure every organisation regardless of the size has the right support available for the mental health of their employees.

Did you know, suicide is the leading cause of death in England in adults below the age of 50. Shocking, right? The majority of the working population spend most of their time at work so it is no surprise that more needs to be done to support mental health in the workplace.

'Where do we start?' The question we think that many managers, directors and decision makers have when it comes to mental health, so look no further. We have created this blog to help you on your way to making a great quality mental health plan, along with our downloadable PDF Guide which you can find and download here for free.

If you are aiming to meet the new 6 government mental health standards from the ‘Thriving at Work’ review, and you are unclear on how to create a mental health plan, especially one that works, you are not alone! To get you started, we have highlighted the four key areas which should be addressed when developing your plan to support your employee’s.  

The 4 key area’s to address when developing your mental  health plan include;

  • Developing methods to reliably capture the details of the mental health problems that present in the organisation. Without the basic data, it Is impossible to produce a plan that is specific to the organisation and addresses the employees’ real needs. This data-capture system should be sensitive to change over time to make sure that the plan is working and to change any elements of the plan that are not working
  • Procuring the right training for all employees. The ‘right training’ can only be determined once the specific needs of the workforce are understood. There should be some people trained in mental health first aid, but most managers should have a good understanding of how to discuss mental health Issues with employees and how to react to disclosures. All employees should have a basic awareness of mental health, how to build their resilience and how to seek support when needed.
  • Based on the findings of the data-collection exercise it should address any work environment issues identified. It is important that senior management buy into the plan as there might be budget implications to fulfil it. Resources should be allocated to make these changes possible and there should named individuals with the responsibility to carry out any of the necessary changes. The Thriving at Work review finds that investments in this area really pay off. The authors calculate that every pound spent in this activity returns £9.98.
  • Resources available to support the employee that address the identified level of need adequately. There should be a clear pathway that enables the employee to transition from prevention, to screening, to receiving support, to recovery and back into prevention. This should be seamless and easy for employees to access.

This plan could be linked with other plans the organisation has in place, including efforts to improve employee physical health, corporate responsibility plan, plans to increase staff engagement, sickness reduction plans or employee benefits.