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Resource 4: How to support staff who are experiencing a mental health problem
1. Choose an appropriate place – somewhere
private and quiet where the person feels
comfortable and equal. Possibly a neutral
space outside of the workplace. If they are
a remote worker, consider whether going
to where they are may help.
2. Encourage people to talk – people can
find it difficult to talk about their mental
health but it helps to have an open culture
where conversations about mental health
are routine and normalised. Ask simple,
open and non-judgmental questions and
let people explain in their own words how
their mental health problem manifests, the
triggers, how it impacts on their work and
what support they need.
3. Don’t make assumptions – don’t try to
guess what symptoms an employee might
have and how these might affect their
ability to do their job – many people are
able to manage their mental health and
perform their role to a high standard but
may require support measures when
experiencing a difficult period.
4. Listen to people and respond flexibly –
everyone’s experience of a mental health
problem is different so treat people as
individuals and focus on the person, not
the problem. Adapt your support to suit the
individual and involve people as much as
possible in finding solutions to any work-
related difficulties they’re experiencing.
Remember effective workplace adjustments
are often quite individual but needn’t be
costly or require huge changes.
5. Be honest and clear – if there are specific
grounds for concern, like high absence
levels or impaired performance, it’s important
to address these at an early stage.
6 Ensure confidentiality – people need to be
reassured of confidentiality. It’s sensitive
information and should be shared with
as few people as possible. Create strict
policies to ensure this. Discuss with the
individual what information they would
like shared and with whom. For further
information on data protection see the
Information Commissioner’s Office.
7. Develop an action plan – work with your
employee to develop an individual action
plan which identifies the signs of their
mental health problem, triggers for stress,
the possible impact on their work, who
to contact in a crisis, and what support
people need (see next section). The plan
should include an agreed time to review
the support measures to see if they’re
working.
8. Encourage people to seek advice and
support – people should speak to their
GP about available support from the
NHS such as talking therapy. If your
organisation has an Employee Assistance
Programme it may be able to arrange
counselling. The Mind Infoline can signpost
people on to support and our network of
local Minds across the country can also
help source advice and support.
9. Seek advice and support yourself – the
Mind Infoline and local Minds can provide
information to employers too. Occupational
Health (if you have it) can provide tailored
advice to support both employers and
employees. If relationships have become
strained or confrontational mediation can
help – some local Minds run mediation
services, as do ACAS. Small businesses
can access the free Health for Work
Adviceline service provided by NHS
occupational health services.
10. Reassure people – people may not
always be ready to talk straight away so
it’s important you outline what support is
available, tell them your door is always
open and let them know you’ll make sure
they get the support they need.
How to have a conversation with an individual about their mental health