Workplace mental health adjustments – New ACAS guidance

Mental health is an essential aspect of overall wellbeing, and it affects every aspect of our lives, including our ability to work.

As awareness and understanding of mental health issues continue to grow, it is crucial for employers to create a supportive and inclusive workplace that accommodates employees with mental health conditions.

To assist employers and employees alike, the Advisory, Conciliation and Arbitration Service (ACAS) has recently released new guidance on mental health adjustments in the workplace.

The Impact of Mental Health on the Workplace

Mental health conditions, such as anxiety, depression, and stress, can significantly impact an employee’s ability to perform their job duties.

According to the World Health Organization (WHO), mental health conditions are a leading cause of disability worldwide, and the economic impact of mental health issues in the workplace is substantial. In the UK, it is estimated that mental health issues cost employers up to £45 billion per year in lost productivity, absenteeism, and presenteeism.

Recognizing the importance of supporting employees with mental health conditions, ACAS has issued updated guidance to help employers create a positive work environment that promotes mental well-being and provides appropriate adjustments for employees who require them.

Key Points in the New ACAS Guidance

The new ACAS guidance emphasizes the importance of creating an inclusive and supportive work environment that prioritizes employees’ mental health. Here are some key points highlighted in the guidance:

1. Reasonable Adjustments: Employers have a legal obligation under the Equality Act 2010 to make reasonable adjustments for employees with mental health conditions. The guidance emphasizes the need for employers to be proactive in identifying and implementing reasonable adjustments to support employees’ mental health in the workplace. This may include adjusting working hours, providing additional support or training, modifying workload or tasks, or allowing flexible working arrangements.
2. Open Communication: Creating a culture of open communication is crucial in supporting employees’ mental health. The guidance emphasizes the need for employers to foster an environment where employees feel comfortable disclosing their mental health conditions and discussing any adjustments they may require. Employers should ensure that employees are aware of the confidentiality and non-discrimination policies in place to protect their rights.
3. Supportive Management: Managers play a crucial role in supporting employees with mental health conditions. The guidance highlights the importance of providing training and support to managers to help them recognize signs of mental health issues, provide appropriate support and accommodations, and effectively manage employees with mental health conditions. This may include providing training on mental health awareness, stress management, and communication skills.
4. Flexible Working: The guidance acknowledges that flexible working arrangements can be a valuable adjustment for employees with mental health conditions. Employers are encouraged to consider requests for flexible working, such as remote working, changes in working hours, or job sharing, as a reasonable adjustment to support employees’ mental health needs.
5. Return to Work Support: The guidance emphasizes the need for employers to provide appropriate support to employees returning to work after a period of absence due to mental health issues. This may include conducting return-to-work interviews, providing additional training or support, and gradually reintegrating employees back into their roles to avoid undue stress or pressure.
6. Review and Monitoring: The guidance recommends that employers regularly review and monitor the effectiveness of the adjustments provided to employees with mental health conditions. This may involve seeking feedback from employees, evaluating the impact of adjustments on their well-being and job performance, and making necessary adjustments as required.

Conclusion

The new ACAS guidance on mental health adjustments in the workplace highlights the importance of creating a supportive and inclusive work environment that prioritizes employees’ mental health.

Employers are encouraged to be proactive in identifying and implementing reasonable adjustments, fostering open communication, providing supportive management, and considering flexible working arrangements. Regular review and monitoring of these conditions are key to not only assisting employees cope with these conditions, but thrive in the work place.

Further reading

Stress at work claims – Oakwood Solicitors

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