Managing mental health related absences can present a challenge for businesses, as conditions such as anxiety, bi-polar, PTSD, eating disorders, and depression often contribute to lost working days. Addressing these absences can help to create a positive workplace culture that retains valuable employees and improves overall productivity.
According to WorkNest, qualified HR and employment specialists and provider of small business HR support for Bupa SME customers, mental health issues can be one of the causes of long-term sickness absence in UK workplaces. If left unmanaged, these absences can lead to:
- Lower productivity and reduced engagement
- Increased pressure for remaining staff
By recognising early warning signs and implementing supportive strategies, businesses can better support their employees.
Building a supportive workplace culture
- Encourage open communication
Creating an environment where employees feel comfortable discussing their mental health is important. HR teams can train managers to identify signs of distress and approach sensitive topics with empathy. Regular check-ins and an open-door policy can help normalise conversations around employee well-being.
- Establish clear mental health policies
A well-defined mental health policy can help employees understand their rights and available support. The policy can include:
- How employees can report absences confidentially
- Available support resources (such as Employee Assistance Programmes)
- Procedures for managing absence and returning to work
Well-documented policies can help businesses remain legally compliant while demonstrating a commitment to employee welfare.
Effectively managing mental health related absences
When an employee takes time off due to mental health concerns, a compassionate and structured response can be helpful. HR professionals and business leaders should try to:
- Gather information sensitively
Hold a private meeting to understand the employee’s situation, ensuring they feel supported and safe.
- Consult medical professionals where appropriate
With the employees’ consent, consider referring them to Occupational Health for expert advice on any necessary workplace adjustments.
- Offer reasonable workplace adjustments
Under the Equality Act 2010, some mental health conditions may qualify as disabilities, meaning businesses should consider reasonable accommodations. They could include flexible working hours, workload modifications, alternative roles, or additional support.
- Create a structures return-to-work plan
A phased return can help to ease employees back into work, reducing the risk of relapse. WorkNest highlights that clear communication and ongoing check-ins during this process are helpful to a successful reintegration.
- Ensure confidentiality
Employee medical information must remain confidential.
Effectively managing mental health related absences requires a balanced approach that meets legal requirements while providing genuine support to employees. However, many small businesses may lack the in-house expertise to navigate complex HR and employment law challenges.
Through Bupa’s small business health insurance, businesses can access HR and legal support from WorkNest, providing them with expert guidance on handling mental health absences, implementing workplace adjustments, and staying compliant with employment law.
For more information on the health and wellbeing support available with small business health insurance with Bupa, visit small business healthcare.
