Protecting employee mental health in busy periods
Protecting employee mental health and wellbeing should be in place year-round but there are particular periods when you find people are more at risk of mental health challenges. These can be different for everyone but the pressures of work and home life can ramp up towards the end of the year.
Why employers need to protect mental health
Under UK employment law, employers have a duty to make sure their people are safe at work, and this includes protecting employee mental health. If someone is struggling due to pressures at work, they may need extra support or adjustments to do their job well.
Yet, home and work life are rarely separate. Events outside of work can also have an impact on someone’s performance at work. Taking the time to understand what’s happening in the wider life of your team members can help you put preventative measures in place before things become problematic.
The other benefit of investing in mental health at work is that it’s good for business. Employees who feel confident in their roles, have a high level of self-esteem and get a sense of purpose from what they do will be more engaged, more productive and have better performance.
Supporting mental wellbeing in busy periods
There will always be busy periods in an organisation. Whether it is year-end, you have a big product launch, or need to meet new targets, the pressures of doing the work can add up. Plus, as we approach the end of the year, it is naturally a busier time both at home and at work.
There are actions you can put in place to support your people during business times.
1. Make sure they are taking proper breaks
One of the best actions you can take during busy periods is to make sure people take proper breaks. This means taking a lunch break away from their desks and having regular short breaks during the day.
If your team is remote, it may be harder to spot if someone isn’t taking enough breaks in their day, but managers need to lead by example and encourage screen breaks.
If you are in the same space as your team, encourage them to take daily breaks and even set up a policy of not eating lunch at the desk. Should you spot someone not taking the breaks they need, have a quiet chat with them about it.
2. Watch for presenteeism
Regardless of whether or not it’s busy, working long hours is never healthy. If you spot someone working outside of their contracted hours, through their breaks and beyond, it’s time to call out the presenteeism.
Often, productivity isn’t increasing so being at your desk for long periods is no better for the business than it is for their mental wellbeing.
They may be struggling with their workload, in which case, you can put some support in place. It may also be due to issues in their home life, which can impact work in the long term. Remember, presenteeism is never a good trait for your people.
3. Train a mental health first aider
A mental health first aider is someone who is professionally trained to spot the early warning signs of poor mental wellbeing. Having a trained mental health first aider or two in the business can support your people during busy periods. It gives them a safe person who they can talk to and means they signposted to the right support.
St John’s Ambulance describes having Mental Health First Aid as being as important as physical first aid, and we agree.
4. Ask about workload and stress
If you spot that someone’s mood has changed suddenly or they are not coping with a busy period, take time to ask them about their workload and stress. Some people are less able to ask for help when they need it. Taking the time to notice them and then put support in place is one of the best things you can do.
5. Remind people when it’s likely to stop being busy
Finally, busy periods do not last forever. If you have a deadline in sight, remind your people that it will be business as usual after this date. This can help keep busy periods in perspective. It can also help your employees rationalise their heavier workload during these times as they will get a quieter period afterwards.
If you are busy in the run-up to Christmas, think about ways you can help your staff let off steam through events and time off. Make sure these are inclusive and fair to all employees.
Mental health at work
Looking after your employees’ mental health and wellbeing doesn’t need to be complicated. Find out more about our Mental Health First Aid training and join the waiting list for the next course.