International Stress Awareness Week points at work related stress

Tom Moyes, partner in the Employment law at Blacks Solicitors shares his advice for employers on the importance of supporting and managing stress in the workplace.

International Stress Awareness Week is the 07th-11th November. It is reported that 822,000 people in the UK suffer from work-related stress and health issues¹. Following these reports, there is increasing pressure for employers to understand their legal obligations to support the mental wellbeing of employees.

Tom Moyes, a partner in the Employment team at Blacks Solicitors shares his insight into the legal issues around supporting employees when it comes to mental wellbeing, stress and burnout.

Mental health and the law

Most mental health conditions will fall under the legal definition of disability under the Equality Act 2010, as many of these conditions have a substantial and long-term impact on day -to-day life. Many employees living with a mental health concern will be protected from discrimination and employers will need to make reasonable adjustments to support them in the workplace.

The Mental Health Act 1983 (MHA) is the law that tells people with a mental health disorder what their exact rights are and how they can be treated. The Act is accompanied by a Code of Practice which offers guidance to employers. If this guidance isn’t followed, an employer can end up in Court. What are the repercussions of not following this guidance? E.g. is there a max amount that an employer can have to pay out?

How can employers support employees suffering work related stress?

When it comes to supporting employee wellbeing and minimising stress in the workplace there are a number of things that employers must consider. There are several ways employers can encourage open discussions with employees about stress and their mental health to prevent staff burnout, for example through a workplace mental health and stress plan.

Producing, implementing and communicating a workplace mental health plan that promotes the good mental health of all employees and outlines the support available for those who may need it, can be a great way to engage the workforce.

Employers should encourage open conversations about mental health so that any employees who are struggling feel listened to and valued. This can be further implemented at the recruitment process to showcase to potential new employees that their mental health is a key concern for the employer.

Employers are advised to promote effective people management which can be a great tool to ensure that all employees are able to have regular and honest conversations about their health and wellbeing with their line manager, supervisor or organisational leader.

For more information, please visit www.lawblacks.com/business/employment-law/

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