Mental Health First Aid
In recent years, there has been a positive change in recognizing the importance of maintaining mental health alongside physical health.
The Need to Prioritise Employee Wellbeing
Despite the constant negative news, there has been a growing recognition of the need to prioritise employee wellbeing, with many employers taking steps in this direction. One notable example is the increasing focus on mental health first aid, where employers train one or more employees to recognise signs and symptoms of mental health issues in the workplace. These trained individuals act as points of contact for colleagues seeking support. Although this training is currently not mandatory, there is a proposed bill by Conservative MP Dean Russell that aims to make it a legal requirement for businesses to offer mental health first aid training.
What is Mental Health First Aid?
So, what exactly is mental health first aid? Mental health first aiders are trained employees who serve as points of contact for fellow employees experiencing mental health issues or emotional distress. They are trained to listen non-judgmentally, guide individuals, and encourage them to seek relevant support. Their role is to provide a supportive ear and help reduce the stigma around discussing mental health. Mental health first aid training also aims to raise awareness of mental health conditions in the workplace.
The Bill
The proposed First-Aid (Mental Health) Bill seeks to create parity between mental health and physical health first aid in the workplace. Similar to the requirement for employers to provide physical first aid training, this bill would mandate employers to offer mental health first aid training to one or a group of employees. The goal is not to turn employees into therapists overnight but to equip them with the skills to support and signpost their colleagues to appropriate resources.
Why Should an Employee's Mental Health be a Priority for an Employer?
Although mental health first aid in the workplace is not currently mandatory, employers must consider mental health in their risk assessments. The Management of Health and Safety at Work Regulations 1999, specifically Regulation 3, requires employers to conduct a suitable and sufficient assessment of the risks employees face at work. The Health and Safety Executive emphasizes that this assessment should include workplace stress, as work-related stress and mental health problems often go hand in hand.
Regardless of legal requirements, it is in an employer's best interest to prioritize mental health in the workplace for several reasons:
- Mental health issues, such as depression and anxiety, can be considered disabilities under the Equality Act 2010. Therefore, employers must not discriminate against individuals based on their mental health conditions and must make reasonable adjustments to mitigate any disadvantages caused by these conditions. Failure to address mental health conditions can lead to legal and reputational risks;
- Employers incur financial costs when they fail to support employees with mental health conditions. Work-related stress is a leading cause of workplace absences, and according to the World Health Organization, depression and anxiety cost the global economy $1 trillion each year primarily due to reduced productivity; and
- Poor mental health can contribute to employees deciding to "quit quietly." Although the exact relationship is not yet fully understood, some organizations have highlighted potential benefits for these employees in terms of regaining a sense of control and avoiding further workplace anxiety. .
Although mental health first aid in the workplace is not currently mandatory, employers must consider mental health in their risk assessments. The Management of Health and Safety at Work Regulations 1999, specifically Regulation 3, requires employers to conduct a suitable and sufficient assessment of the risks employees face at work. The Health and Safety Executive emphasizes that this assessment should include workplace stress, as work-related stress and mental health problems often go hand in hand.
From Dean Russell's Motion for Leave to Bring in a Bill
"The Bill is not just about preventing suicide, as important as that is. It is also about reflecting the reality of modern society, especially post covid. There is no doubt that mental health issues are on the rise. Stress, depression and anxiety have become the leading cause of lost working days since the 1990s. Let me share some data. The Centre for Mental Health estimates that 10 million more people will need mental health support as a direct result of the pandemic. That growing need was perhaps reflected most strongly this week, when it was announced that £150 million of additional funding for mental health services was going into the system. I was pleased that Watford General Hospital in my constituency received £355,000 for mental health services to support my constituents and those across West Hertfordshire.
According to the British Safety Council and the Health and Safety Executive, nearly 1 million workers who suffer work-related stress, depression or anxiety will lose an average of 18.6 days a year. That is in the context of 17 million days lost due to poor mental health in 2021 and 2022. That brings me to the all-important business benefits of this Bill.
According to a 2022 report by Deloitte on mental health at work, the cost of mental health to UK businesses is a staggering £56 billion a year. According to GoodShape, a business in my constituency that partners with leading organisations to track and improve the wellbeing of staff, 54% of workers who take more than two days of leave due to mental health-related absences will go on to leave their job. The Deloitte report also indicates that the return on investing in staff is good, with £5 back for every £1 spent, so it cannot be argued that the investment is not worthwhile."
Critcism of the Proposal
Simon Blake, chief executive at Mental Health First Aid England, welcomed the proposed new Bill as it highlighted the importance of good mental health at work, but advised that it be treated the same as physical first aid. He said: “Giving Mental Health First Aid and Physical First Aid parity of esteem in the eyes of the law would be an important demonstration of employers taking account of their peoples’ physical and mental health – both are equally important and inextricably linked.”
However, Lee Chambers, of Essentialise Workplace Wellbeing, was sceptical saying that if it isn’t part of a wider wellbeing strategy Mental Health First Aid can be “detrimental”. He stated: “As part of a robust wellbeing strategy, MHFA would be one of the last, added value things you would bring in, like a cherry on the cake.”