Mental health in the workplace is an increasingly important topic of discussion. While some people assume that the bulk of mental healthcare takes place at home, workplace culture can often exacerbate preexisting conditions. Whether employees work in person or are firmly online, HR teams and managers are crucial elements in building strong and supportive workplace environments. This kind of office prioritises a healthy work-life balance, provides access to important health resources, and empowers employees to take charge of their own mental health.
Let’s take a closer look at the role of HR and management in supporting employee mental health.
Developing and implementing policy
HR and management are responsible for creating and implementing policies that emphasise employee health. This includes rules that promote work-life balance and even flexible scheduling so that struggling employees can adapt their schedule to the workplace environment in the best possible way. These sometimes include drug testing, with employers directing employees to drug testing lab services to ensure that there aren’t any underlying issues unaddressed. Providers such as Matrix Diagnostics are able to quickly and effectively analyse samples and provide quick results to employees and employers.
In general, HR drafts policy, and managers help to refine and implement it in the actual workplace. Without the help of both HR and managers, this step will inevitably fail, and employees might not have effective help with their mental health.
Creating employee assistance programmes (EAPs) and ensuring accessibility
Another area where HR and management play a significant role in promoting mental health in the office is employee assistance programmes (EAPs). EAPs are designed to provide employees with the resources they need to overcome their difficulties and thrive both professionally and personally. HR usually takes the lead here, working closely with upper management to create programmes offering things such as counselling.
Management takes a hands-on approach with EAPs. Managers are typically responsible for making employees aware of the mental health resources available to them and helping them to access the tools they need.
Listening and taking action
The first two roles we’ve discussed put HR in the driver’s seat, with management working behind the scenes to create supportive professional environments for employees struggling with mental health concerns. This time around, they take centre stage.
Managers are often the first line of defence in the area of employee health. Without their effort to listen to employee needs and direct them to relevant resources, it would be nearly impossible to create a supportive workplace that promotes good mental health.
HR’s role in this area is to provide management with the tools they need to help employees and serve as a failsafe of sorts. If management fails to resolve an issue here, then HR should step in and take charge, securing the aid that employees need.
HR and management play an important role in employee health
From crafting employee-friendly policies to advocating for employee needs, both HR teams and managers play important roles in workplace mental health. The healthiest workplaces are those with dedicated human resources professionals and work leaders committed to investing in their employees.