Depression is thought to count for up to 400 million lost work days annually
Approximately 1 in 5 adults in the U.S – that’s 18.5% of the population – experience mental illness each year
Within the UK, mental health problems in the workplace cost the economy approximately £70 billion annually
91 million workdays are lost in the UK due to symptoms of mental illness
These figures highlight how many people are struggling with mental health challenges and how that’s affecting their daily lives. They also show how much money is lost as a result of this. It’s currently a lose, lose situation. There is some good news though, the WHO has estimated that for every $1 invested into the treatment and support of mental health disorders sees a return of $4 in improved health and productivity. In another review on mental health and employers, researchers found that for every £1 businesses invest in mental health training programmes they can see a return of up to £10. These programmes work to improve the culture around mental health in the workplace, better train managers and overarching this seek to reduce stigma related to mental health.
If this is the case, then investing in supporting training and treatment for mental health is clearly a no-brainer. Employees will benefit and in turn, so will the business. Organizations aren’t much without their workforce so some may argue that their wellbeing has to be a priority because of the vast individual, organizational and economic cost when it isn’t.
So how can organizations better support the wellbeing and mental health of their employees? The Shaw Mind Foundation, which supports mental health at work, suggests that there are a lot of changes businesses can make. They provide 5 small changes that cost a minimal amount but are thought to improve an employee’s wellbeing considerably:
They also share some potential warning signs employers can look out for that may hint at an employee experiencing a drop in their mental health:
It’s important to note that while these signs could be because an employee is struggling with their mental health they could also be caused by other issues. If possible, The Shaw Mind Foundation suggest that employers avoid making assumptions, have an honest conversation but respect the privacy boundaries of their employees. The ultimate goal is to find a way to best assist the employee and in doing so it’s more than likely that the organization will be positively benefited also.