All About the Mental Health Core Standards at Work and How Employers Can Meet the Standard.

The mental health core standards were first highlighted in the 2017 Thriving at Work report, a government sponsored analysis of mental health and employers.

It contains a range of recommendations, guidelines and best practices for both SME’s and larger organisations including how to mitigate against lost time through proactive management.

For private businesses of up to 500 employees employers can and should:

  1. Produce, implement and communicate a mental health at work plan that promotes good mental health of all employees and outlines the support available for those who may need it.
  2. Develop mental health awareness among employees by making information, tools and support accessible.
  3. Encourage open conversations about mental health and the support available when employees are struggling, during the recruitment process and at regular intervals throughout employment, offer appropriate workplace adjustments to employees who require them.
  4. Provide employees with good working conditions and ensure they have a healthy work life balance and opportunities for development.
  5. Promote effective people management to ensure all employees have a regular conversation about their health and well-being with their line manager, supervisor or organisational leader and train and support line managers and supervisors in effective management practices.
  6. Routinely monitor employee mental health and well being by understanding available data, talking to employees, and understanding risk factors.

Mental Health Enhanced Standards

Public sector and private businesses with more than 500 employees should also consider adopting a more enhanced level of infrastructure to:

  1. Increase transparency and accountability through internal and external reporting, to include a leadership commitment and outline of the organisation’s approach to mental health.
  2. Demonstrate accountability by nominating a health and well being lead at Board or Senior Leadership level, with clear reporting duties and responsibilities.
  3. Improve the disclosure process to encourage openness during recruitment and throughout, ensuring employees are aware of why the information is needed and make sure the right support is in place to facilitate a good employer response following disclosure.
  4. Ensure provision of tailored in-house mental health support and signposting to clinical help, including digital support, employer-purchased Occupational Health or Employee Assistance Programmes, or NHS services, amongst other sources of support.
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If you’re looking to support your staff with their mental wellness, resilience or general wellbeing, then why not get in touch with Paul to find out more about how we can help.