The fact you are reading this on this website, suggests you know why morally we need to invest in our employees mental health. 

Let’s just say, a happy employee is a productive employee, and productive employee means a happy boss. Combine those two make for productive and a great company to work for and buy from.

"A great company to work  for and buy from."

Which leads us nicely on to the second motive for investing in our employees good mental health - Financially. 

For information on the moral motivation, click on the ' Let's Talk ' button below.....

Investing in safeguarding employees’ mental health and well-being, means you the employer benefits too. 

A healthier, happier workforce means lower sickness rates, increased productivity, higher levels of engagement and a significant increase in productivity.

In 2017, the institute of directors (IOD) published a major report, which looked at how UK businesses where addressing the issue of mental health in the workplace.

And here are some of their findings:

• The number of work hours that are lost each year because of mental health issues including stress, depression, anxiety as well as more serious conditions such as bipolar and schizophrenia was 15.8 million. 
• In a recent survey carried out by MIND; more than one in five UK workers called in sick to avoid work when faced with a mental health issue.
• According to the Centre for Mental Health; Mental ill health cost UK economy £1,300 per year for every employee.

"Costs the UK economy £1,300 per year   for every employee"

There are many more financial motivations concerning mental health in the workplace. 

For more information on the financial motivation, click on the 'Let's Talk ' button below.....

If an employee feels that they are being treated unfairly by an employer because of their mental health, it is important you understand what their rights are.

1. Equality Act 2010: This act protects employees from discrimination based on mental health conditions, which can be considered a disability if they have a substantial adverse effect on their ability to carry out normal day-to-day activities. Employers must make reasonable adjustments to support employees with mental health conditions.
2. Health and Safety at Work Act 1974: This act requires employers to ensure the health, safety, and welfare of their employees, which includes mental health. Employers must conduct risk assessments and take steps to mitigate any identified risks related to mental health.
3. Mental Health Act 1983: This act covers the rights of individuals with mental health conditions, including their rights to assessment, treatment, and care. Employers should be aware of their employees' rights under this act and ensure they are not discriminated against or unfairly treated.
4. Employment Rights Act 1996: This act provides employees with the right to request flexible working arrangements, which can be beneficial for managing mental health conditions.
5. Data Protection Act 2018: This act ensures that any personal data collected about employees' mental health is handled confidentially and securely.

By being aware of and complying with these legislations, organisations and managers can create a supportive and inclusive workplace environment that promotes mental health and wellbeing. 

For information on the Legal motivation, click on the 'Let's Talk ' button below.

Implementing a mental health and well-being strategy in the workplace can significantly contribute to achieving several United Nations Sustainable Development Goals (SDGs).

 Here are a few ways it aligns with the SDGs:

1. SDG 3: Good Health and Well-being - A mental health strategy directly supports this goal by promoting mental health and well-being for all employees. This can lead to reduced absenteeism, increased productivity, and overall healthier employees.
2. SDG 4: Quality Education - By fostering a supportive work environment, employees are more likely to engage in continuous learning and professional development, contributing to lifelong learning opportunities.
3. SDG 5: Gender Equality - A mental health strategy can help address gender-specific mental health issues and promote equality in the workplace, ensuring that all employees, regardless of gender, have access to mental health support.
4. SDG 8: Decent Work and Economic Growth - Supporting mental health in the workplace can lead to higher job satisfaction, reduced turnover, and increased productivity, all of which contribute to economic growth and decent work conditions.
5. SDG 10: Reduced Inequalities - By providing mental health support, companies can help reduce inequalities within the workplace, ensuring that all employees have equal access to resources and support.
6. SDG 11: Sustainable Cities and Communities - A mentally healthy workforce can contribute to building inclusive, safe, resilient, and sustainable communities by promoting social cohesion and reducing stress-related health issues.
7. SDG 17: Partnerships for the Goals - Implementing a mental health strategy often involves collaboration with external mental health professionals, organisations, and community resources, fostering partnerships that support broader societal goals.

By integrating mental health and well-being strategies into the workplace, businesses not only enhance the quality of life for their employees but also contribute to the broader global agenda of sustainable development.

For information on the sustainability motivation, click on the 'Let's Talk ' button below.