Is your business doing enough to support employees’ mental health?

With November marking Men’s Mental Health Awareness Month and the return of Movember, it’s a good time to be reflecting on whether businesses are doing enough to support employees experiencing mental health difficulties.

Are your HR policies fit for purpose?

When you’re running a small business, your priorities are likely to be keeping customers happy, managing cash flow and making sure the day-to-day operation runs smoothly. But, supporting employees’ mental health is important too.

Employers need to understand any legal responsibilities and make sure the business is protected. One of the first things to consider is whether your existing HR policies adequately address mental health – for example, does your sickness absence policy recognise mental health conditions in the same way as physical health conditions? Do employees know who to speak to if they are experiencing stress, anxiety or depression? And do you understand your responsibilities if someone needs time away from work because of their mental health?

Employers should also consider whether reasonable adjustments may be necessary to help someone remain in work or return following a period of absence. Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees who meet the definition of disability. Some mental health conditions can qualify, depending on their impact and duration.

Adjustments don’t need to be costly. They could include temporarily changing someone’s working hours, adjusting their responsibilities, allowing greater flexibility or agreeing a phased return to work.

Every situation is different, but ignoring an employee’s concerns or failing to consider appropriate adjustments could leave a business vulnerable to potential employment tribunal claims.

Small businesses can’t afford to overlook HR

In many SMEs, HR responsibilities sit firmly with the owner-manager. When you only have a handful of employees, it can be tempting to deal with issues as they arise rather than having formal policies and procedures in place.

However, as your business grows, so does the complexity of managing people. Having clear, up-to-date HR policies is important, not only for dealing with mental health and sickness absence, but also for managing performance, recruitment, disciplinary matters and wider employee relations.

For smaller businesses without the budget or need for a full-time HR professional, a fractional HR service can provide access to experienced advice and support when it is needed.

You don’t need a big budget to make a difference

Movember is a timely reminder that conversations surrounding mental health are an important part of a healthy workforce. Supporting mental health starts with creating an environment where employees feel able to speak openly if something is wrong.

That might mean checking in with someone who seems out of character, being prepared to listen without making assumptions, or giving an employee some flexibility when they are going through a difficult period.

Managers also need to understand that mental health should be taken seriously, just as physical health would be. Dismissing concerns, making assumptions or treating mental health-related absence differently can damage trust and potentially create legal risks for the business.

Ultimately, looking after your employees is part of being a responsible employer. You don’t need an extensive wellbeing budget to make a difference, but you do need to understand your responsibilities and have the right HR foundations in place.

When did you last review your HR policies?

Monahans provides practical HR advice and support to businesses of all sizes, helping owner-managers manage their people effectively, understand their employment responsibilities and navigate the challenges that come with growing a team.

Get in touch to find out how we can help.