In recent years, prioritising mental health has become increasingly talked about with honest discussions, welcoming forums and ways to break the stigma. Yet, due to the pressures of covid-19 and violent conflict around the world, poor mental health was the reason for around 51 percent of long-term sick leave at the workplace last year.
World Mental Health Day is celebrated annually on 10 October. The occasion gives millions across the world the opportunity to highlight mental health and its importance in our everyday lives. This year’s official theme is a call to action; “It is time to prioritise mental health in the workplace.”
According to the American Psychological Association, 57 percent of US workers experienced negative impacts because of work-related stress in 2023, implying that pressures of work followed employees into their personal lives.
“Many of us spend a large proportion of our days and thoughts in our work and the separation between the workspace and the home spaces have become more blurred,” says Meera Ebrahim, a counsellor and Chair of the Aga Khan Health Board in the UK.
“Digital life means we can constantly stay connected to work beyond what may in the past be considered to be working hours. Although this can give us flexibility, it can also lead to less time when we protect ourselves through conscious downtime and this can in some cases lead to burnout.”
Poor working conditions, such as excessive workloads, low job control, and job insecurity, can pose significant risks to mental health. Conversely, a supportive and inclusive work environment can enhance job satisfaction, boost morale, and improve overall performance.
Although mental health awareness has become much more significant and talked about, most employees still do not feel comfortable sharing their struggles at work.
According to Mental Health First Aid England, one in five UK workers felt unable to deal with stress and pressure in the workplace in 2023, meaning that employees could not communicate their concerns with managers or their wider team.
“Protecting mental health in the workplace is a collective responsibility involving several key stakeholders,” says Dr Yamen Mustafa, a psychologist from Syria.
“Employers play a crucial role by creating supportive environments and implementing policies that promote mental well-being. Human Resources (HR) departments develop programmes and resources, while managers are responsible for fostering open communication and recognising signs of distress among employees.”
This means that whether you’re an employee or an employer, you have a role to play to ensure everyone gets the support they need, via steps to create a supportive, welcoming, and non-judgemental workplace. With anxious young adults and students joining the workforce, organisations need to mobilise their support systems for each employee.
“Anxiety can be driven by pressure to perform - academically, athletically, artistically, interpersonally, socially, and in other roles,” says Dr Azaad Kassam, a psychiatrist based in Canada.
While employers and organisations work to create change, employees should also understand the warning signs of stress, depression, and overall poor mental health due to work.
“Recognise when you are in distress and feeling unwell,” Dr Azaad continues. “Set boundaries with your place of work. We need distance from our places of work—physically and virtually. Reset the balance in your life with healthy living, relationships, and faith. Stop and ask for help sooner rather than later.”
Many workplaces have policies that prohibit discrimination against health issues - including mental health. If you’re struggling with something, and still feel unsure or apprehensive about approaching your employer, consider the following checklist:
- Choose the right time and place: Find a private, quiet setting where you won’t be interrupted.
- Be prepared: Reflect on your feelings and key points to ensure clarity.
- Use “I” statements: Express your experiences clearly and avoid blaming language.
- Be honest and direct: Clearly state your intention without ambiguity.
- Show openness: Listen to their feedback and consider their perspective.
- Maintain professionalism: Focus on work-related impacts and stay composed.
- Propose solutions: Suggest support options and possible next steps.
- Follow up: Thank them and keep communication open for future discussions.
