Shorter Reads

Mental Health Awareness Week 2022

Today marks the beginning of Mental Health Awareness Week in the UK.

1 minute read

Published 9 May 2022

Authors

Share

Key information

This year’s official theme is ‘loneliness’ with a focus on building meaningful connections with friends, family and colleagues. The chief executive of the Mental Health Foundation, Mark Rowland, stated: “Loneliness is affecting more and more of us in the UK and has had a huge impact on our physical and mental health during the pandemic.”

Businesses, organisations and charities across the UK will be marking the week in their own ways, both public and private. Birmingham’s famous Bullring Bull statue will be covered by a box signposting ways in which people can find support for their mental health and reportedly in a bid to use “no bull” when talking about mental health.

The workplace is a key arena and focus for many charities and organisations working to improve the life and wellbeing of those living with mental health conditions. The theme of loneliness seems quite timely given the last two years with millions still working remotely following the pandemic.

In December 2021, the Health and Safety Executive (HSE) published statistics on work-related stress, anxiety and depression in Great Britain for 12 months ending March 2021 during which we saw the greatest restrictions on freedoms in the fight against COVID-19. The HSE found that 822,000 workers suffered from work-related stress, anxiety and depression (both new and long-standing conditions) which marked a significant increase from the previous year. Of these 822,000 people, an estimated 54% reported that this was caused or made worse by the effects of the pandemic. The public sector was particularly affected which is unsurprising given the pressures they faced. The HSE concluded that stress, anxiety and depression accounted for 50% of all work-related ill health cases.

From an employment law perspective, employers have an ongoing duty to protect the health and wellbeing of their workers including mental health and it’s incumbent on them to implement appropriate policies, training and behaviours that serve to safeguard and promote good mental health of all staff. Stress, anxiety and depression are amongst the most common mental health complaints made by employees at work.

It’s not always obvious how employers should act if they are told or suspect that someone is struggling, or how to manage a performance related issue against this background. Generally speaking this may require a referral to an occupational health specialist, behavioural psychologist and/or psychiatrist with the employee’s consent. Following a consultation the specialist will produce a report setting out their findings, diagnosis and prognosis, including whether the condition qualifies as a disability within the meaning of the Equality Act 2010. Invariably reasonable adjustments are recommended to facilitate a safe return to work, in conjunction with any other prescribed treatment or medication where appropriate.

There are numerous sources of information available online for anyone seeking support with their mental health, as well as charities and other organisations who may be able to help or listen. Also, we are very familiar in advising both employers and employees on these types of issues so if this article is of interest, please get in touch for further information.

Related latest updates
PREV NEXT

Related content

Arrow Back to Insights

Shorter Reads

Mental Health Awareness Week 2022

Today marks the beginning of Mental Health Awareness Week in the UK.

Published 9 May 2022

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

This year’s official theme is ‘loneliness’ with a focus on building meaningful connections with friends, family and colleagues. The chief executive of the Mental Health Foundation, Mark Rowland, stated: “Loneliness is affecting more and more of us in the UK and has had a huge impact on our physical and mental health during the pandemic.”

Businesses, organisations and charities across the UK will be marking the week in their own ways, both public and private. Birmingham’s famous Bullring Bull statue will be covered by a box signposting ways in which people can find support for their mental health and reportedly in a bid to use “no bull” when talking about mental health.

The workplace is a key arena and focus for many charities and organisations working to improve the life and wellbeing of those living with mental health conditions. The theme of loneliness seems quite timely given the last two years with millions still working remotely following the pandemic.

In December 2021, the Health and Safety Executive (HSE) published statistics on work-related stress, anxiety and depression in Great Britain for 12 months ending March 2021 during which we saw the greatest restrictions on freedoms in the fight against COVID-19. The HSE found that 822,000 workers suffered from work-related stress, anxiety and depression (both new and long-standing conditions) which marked a significant increase from the previous year. Of these 822,000 people, an estimated 54% reported that this was caused or made worse by the effects of the pandemic. The public sector was particularly affected which is unsurprising given the pressures they faced. The HSE concluded that stress, anxiety and depression accounted for 50% of all work-related ill health cases.

From an employment law perspective, employers have an ongoing duty to protect the health and wellbeing of their workers including mental health and it’s incumbent on them to implement appropriate policies, training and behaviours that serve to safeguard and promote good mental health of all staff. Stress, anxiety and depression are amongst the most common mental health complaints made by employees at work.

It’s not always obvious how employers should act if they are told or suspect that someone is struggling, or how to manage a performance related issue against this background. Generally speaking this may require a referral to an occupational health specialist, behavioural psychologist and/or psychiatrist with the employee’s consent. Following a consultation the specialist will produce a report setting out their findings, diagnosis and prognosis, including whether the condition qualifies as a disability within the meaning of the Equality Act 2010. Invariably reasonable adjustments are recommended to facilitate a safe return to work, in conjunction with any other prescribed treatment or medication where appropriate.

There are numerous sources of information available online for anyone seeking support with their mental health, as well as charities and other organisations who may be able to help or listen. Also, we are very familiar in advising both employers and employees on these types of issues so if this article is of interest, please get in touch for further information.

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

Need some more information? Make an enquiry below.

    Subscribe

    Please add your details and your areas of interest below

    Specialist sectors:

    Legal services:

    Other information:

    Jurisdictions of interest to you (other than UK):



    Article contributor

    Enjoy reading our articles? why not subscribe to notifications so you’ll never miss one?

    Subscribe to our articles

    Message us on WhatsApp (calling not available)

    Please note that Collyer Bristow provides this service during office hours for general information and enquiries only and that no legal or other professional advice will be provided over the WhatsApp platform. Please also note that if you choose to use this platform your personal data is likely to be processed outside the UK and EEA, including in the US. Appropriate legal or other professional opinion should be taken before taking or omitting to take any action in respect of any specific problem. Collyer Bristow LLP accepts no liability for any loss or damage which may arise from reliance on information provided. All information will be deleted immediately upon completion of a conversation.

    I accept Close

    Close
    Scroll up

    Find out about Business

    Find out about Dispute Resolution

    Find out about Individuals & Families

    Find out about Real Estate

    We are Collyer Bristow - The law firm for those that
    value individuality, creativity and collaboration.

    Legal & Pricing info Regulatory InformationAccessibilitySitemapPricing and service information

    Listen to our latest podcast: Charity Rules Uncovered: US vs. UK (Part 2)

    Read our latest article: Gaming or gambling? The regulation of video game ‘loot boxes’

    Listen to our latest podcast: Charity Rules Uncovered: US vs. UK (Part 1)

    Read our latest article: Preventing sexual harassment: The ghost of Christmas party?

    Listen to our latest podcast: Budget Miniseries: Impacts on Families with US Connections (Part 3)

    ExpandNeed some help?Toggle

    < Back to menu

    I have an issue and need your help

    Scroll to see our A-Z list of expertise

    Get in touch

    Get in touch using our form below.



      Business Close
      Private Wealth Close
      Hot Topics Close