May Focus: Prioritising Mental Health in the Workplace

May marks Mental Health Awareness Month, a time to bring mental well-being to the forefront of workplace health and safety conversations. While physical safety has long been a cornerstone of health and safety strategies, psychological safety is now rightly gaining equal attention. Employers have a legal and moral duty to address mental health as part of a safe working environment.

Why Mental Health Matters at Work

Mental health issues such as stress, anxiety, and depression are among the leading causes of absence from work in the UK. According to the Health and Safety Executive (HSE), over 17 million working days were lost in 2023 due to work-related stress, depression, or anxiety.

Unchecked, poor mental health can also increase the likelihood of workplace accidents due to decreased concentration, fatigue, and poor decision-making.

Legal Responsibilities

Under the Health and Safety at Work etc. Act 1974, employers have a duty to ensure, so far as is reasonably practicable, the health, safety, and welfare of their employees – and this includes mental health.

The Management of Health and Safety at Work Regulations 1999 further require employers to assess and manage risks to employees’ health, which includes psychosocial risks such as workload pressure, harassment, or lack of support.

Practical Steps Employers Can Take

1. Conduct Stress Risk Assessments
   Identify common causes of work-related stress and implement controls to reduce them. This could involve workload management, realistic deadlines, and better communication channels.
2. Promote Open Conversations
   Create a culture where employees feel comfortable discussing mental health. Encourage line managers to check in regularly and show empathy.
3. Offer Mental Health Training
   Provide training for managers and staff on recognising signs of mental health issues and signposting to support services.
4. Encourage Breaks and Work-Life Balance
   Promote the importance of taking breaks, using annual leave, and disconnecting from work after hours—especially in high-demand or remote working roles.
5. Provide Access to Support
   Introduce or highlight Employee Assistance Programmes (EAPs), counselling services, or mental health first aiders in the workplace.

Spotlight on Action: Telford Businesses Leading the Way

Several businesses in Telford are already integrating mental health into their safety cultures. Companies have prioritised employee well-being, offering flexible working, mindfulness sessions, and in-house mental health champions.

Conclusion

Mental health is just as vital as physical health when it comes to building a safe, productive, and resilient workforce. This May, use Mental Health Awareness Month as a springboard to embed sustainable mental health practices in your workplace.

A healthy mind supports a safer workplace—and that’s a win for everyone.

Contact us if you would like further information.