Feeling blue this Monday?

Today is known as "Blue Monday", the third Monday of every January, as it is allegedly the most depressing day of the year.

Although the concept of Blue Monday was originally created in association with travel companies to help boost holiday bookings, it still serves as a reminder every year of the importance of taking care of our mental health, every day of the year.

The focus on mental health in the workplace has increased over recent years and is more important now than ever, with employees going through post-pandemic returns to "normal", cost of living crisis and climate crisis. The winter months can be especially difficult for some, particularly those suffering from seasonal affective disorder (SAD).

Mental health and wellbeing in the workplace

On 25 January 2024 at 1 pm, Barbour EHS is holding a panel discussion and webinar on mental health and wellbeing in the workplace, with three expert speakers to discuss questions.

We sent out this anonymous survey, where answers can still be submitted, so we could understand how those attending are coping with mental health.

As of Friday 12 January, out of the 129 responses to the survey:

• 29% answered that they did not feel supported in the workplace when it comes to mental health;
• 24% had taken a day off work in the last 12 months due to stress, depression or anxiety;
• for those who had called in sick for stress, depression or anxiety, only 10% gave the real reason they were calling in sick.

What can employees do?

The Mental Health Foundation provides a research backed guide that individuals can use to protect their mental health and prevent problems.

Although some will be easier or harder for others, they recommend giving them a try to see which suits the individual best, including:

• get closer to nature;
• learn to understand and manage your feelings;
• talk kindly to ourselves;
• talk to someone you trust for support;
• be aware of using drugs and/or alcohol to cope with difficult feelings;
• try to make the most of your money and get help with problem debts;
• get more from your sleep;
• be kind and help create a better world;
• keep moving;
• eat healthy food;
• be curious and open-minded to new experiences;
• plan things to look forward to.

What can employers do?

Employers have a duty of care to their employees and must take reasonable steps to support their employees' health, safety and wellbeing.

A mental health condition may be considered a disability under the Equality Act 2010 if it has a "substantial" and "long-term" adverse effect on an employee's ability to carry out normal daily activities. If an employee's mental health condition falls under this definition, and the employer knows, or should have known that to be the case, the employer is under a duty to make reasonable adjustments in order to support the employee to remain in work.

Supporting employees with their mental health may help reduce absence, increase productivity and make employees feel valued by their employer. Guidance from ACAS suggests:

• openly talking about mental health;
• creating a supportive environment to ensure employees feel comfortable voicing any issues;
• check in with employees and be able to recognise changes in their behaviour;
• make reasonable adjustments for mental health, and be flexible in your approach to this;
• show ongoing support and offer employee wellness benefits;
• know when to ask for help from others, such as other senior leaders, HR or occupational health;
• mental health training for team leaders and managers.

Guidance by CIPD and Mind helps to assist managers in dealing with mental health issues, by making clear there are actions to be taken at all stages, not just when it becomes apparent an employee is struggling. Mind's Mental Health at Work Commitment also provides a simple framework for employers who recognise the importance of promoting staff wellbeing.

There is still time to register for our panel discussion and webinar - you can do this here.