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Negative or toxic workplace practices that can contribute to poor mental health

When we think about lifestyle factors that can cause mental health issues, we often overlook the negative impact that an individual's working life can have. Instead, we often focus instead on relationships, trauma, alcohol or substance abuse, or other things that are more closely associated with our personal lives.

The reality is that someone’s experience at work can have a huge impact on their overall wellbeing.

In the UK, the average person will spend roughly 30% of their waking hours at work over the course of their working life. Here are some examples of workplace practices or conditions that can lead to a poor work-life balance and have a negative effect on employee mental health:

1. Long and inflexible hours

‍Long and inflexible hours can also increase work-related stress levels and anxiety, and cause employees to feel overwhelmed and unable to adjust their schedules to accommodate their health. Over time, long working hours can lead to long-term health conditions too.

The value of flexible working

Many studies have shown that longer working hours actually lead to a decline in overall productivity. For example, this study conducted at Stanford University found that people working more than 50 hours a week become less productive. By contrast, employees who are granted flexible hours on average work 1.4 more days every month than other office workers. 

2. Short-staffing and employees being overstretched

This is often due to cutbacks, redundancies, unfilled vacancies, or an ever-increasing workload. Similarly, short staffing can cause workplace mental health issues by increasing work-related stress, potentially leading to burnout.

3. A toxic workplace culture

There are many different types of negative behaviour that you might find in a toxic workplace. In general, any behaviours that normalise (or encourage) bullying, harassment, or abuse of any kind are inevitably going to be detrimental to both your employees and the organisation. A toxic workplace culture have the potential to lead to mental health challenges.

4. Workplace discrimination and inequality

Sadly, workplace discrimination remains a feature in many toxic workplaces.

Employees who are subjected to unequal or discriminatory treatment might experience low self-esteem or self-worth. They may feel depressed, isolated and misunderstood. If you're to build a workplace that's as inclusive as possible, be sure to read our article on the positive impacts of employee benefits

5. Unsafe or poor physical working conditions

‍Unsafe or poor working conditions can lead to higher levels of stress and anxiety.

6. Lack of training or guidance for the role you’re expected to fulfil

It’s worth considering how employees who feel underprepared and unsupported might feel about their roles, and the impact this can have on them. Organisations that don’t to train their staff adequately for the role will result in their people feeling stressed, strained, out of their depth, and undervalued by their employers.

7. A lack of clear communication from management

This may seem unlikely as a reason behind mental health challenges in the workplace but a lack of clear communication from management can cause uncertainty, confusion, and a sense of being lost in a role.

Globally, an estimated 12 billion working days are lost every year to common conditions such as depression and anxiety at a cost of US$ 1 trillion per year in lost productivity. This is something that needs to be taken seriously, for your employees and your organisation's bottom line.

Warning signs that indicate someone is struggling with their mental health

We often attribute unusually high levels of anxiety or depression to circumstance - for example, we might feel under pressure because of a fast-approaching deadline or our company could be going through a particularly stressful and busy period, and so we assume those feelings will pass.

While this is often the case, it’s important to be aware of the common signs and symptoms that indicate an employee might be suffering from a longer term or more serious mental health condition.

‍If you find yourself experiencing some of the mental health symptoms listed below on a regular basis at work, you may want to reach out for support with your mental health. Similarly, if you notice that someone on your team is showing any signs of mental health issues listed below, it's crucial you reach out to them and check in.

• Increased anxiety levels - especially when managing work-related stress or thinking about work when you're away from your job
• Overall feelings of boredom and complacency about your job
• Low energy and lack of motivation to do things, which can sometimes manifest as
• Boredom in tasks or loss of motivation
• Persistent or prolonged feelings of sadness or low mood.
• Loss of interest in tasks at work, especially duties that you previously found interesting and fulfilling
• Feelings of hopelessness, helplessness, worthlessness, or overwhelming guilt can all indicate an underlying mental health issue
• Panic attacks can be signs of stress
• Inability to concentrate or pay attention to work tasks and trouble retaining or remembering things, especially new information
• Making excessive errors in daily work tasks
• An increase or decrease in weight or appetite
• Physical complaints like headaches, fatigue, and upset stomach
• Increased absences or coming late and leaving early can be signs of work-related stress
• Impaired decision-making capacity
• Unusually poor performance
• Irritability, increased anger, and poor frustration tolerance
• Crying spells or tearfulness at work, with or without any apparent triggers
• Trouble sleeping or sleeping too much (like taking naps during regular work hours)
• Self-medication with alcohol or drug abuse

Mental health symptoms come in many different forms, and can lead to long-term conditions if left unaddressed. If you're looking for more information on mental health symptoms either for yourself or to support an employee, be sure to check out this NHS guide.

Keeping an eye out for warning signs that a colleague or employee needs support

It can be difficult to know if a colleague or employee is struggling with their mental health unless they reach out and open up. Some obvious signs can alert employers quickly, but people are good at hiding what they are going through to keep a brave face at work!

However, as an HR professional or line manager, there are some important indications that may show whether someone is struggling at work, and these are crucial to to be aware of. These include:

• Turning up late to work
• Having trouble concentrating, making decisions and managing multiple tasks
• Being unusually emotional and getting frustrated with people
• Avoiding social activities
• Sitting alone at lunchtime
• Unable to accept negative feedback
• Drinking more alcohol than normal
• Taking extra leave
• Avoiding certain workplace activities such as staff meetings
• Getting overwhelmed or easily upset
• Becoming aggressive and threatening others
• Taking illegal drugs.

If you notice an employee acting out of character or exhibiting concerning behaviours like those listed above, it might be a good time to reach out and offer support. They may be okay and having a bad day, but they may also be experiencing more serious and ongoing mental health challenges and your support can make a difference.

How to approach someone you suspect is facing mental health struggles

Knowing how to approach and talk to an employee who you think might be having issues with their mental health isn’t easy. Every person is unique, and so how you start these conversations will depend on what you believe will be most helpful and positive for the individual. It'll also depend on your specific relationship with them.

However, there are some guidelines and considerations that are useful to remember if you're worried about a colleague's mental health and you think it's helpful to speak to them about this.

1. Try to remember that some employees might not feel comfortable talking about their mental health straight away

This is particularly if they are not used to sharing how they feel with others. It's important to make sure that every employee knows they can talk about their mental health at any time. When approaching an individual to have that initial conversation, you can make the following arrangements to try and put them at ease and remind them that they are in a safe space.

• Talk to them in private – it might seem obvious, but mental health difficulties are very personal and often sensitive topics. Be sure to find a safe space where they won’t be disturbed or concerned about being overheard (bear in mind you confidentially is a legal duty - so its important to prioritise!)
• Be flexible about when and where you talk – try to remember that the conversation is all about them and their mental wellbeing, to try to be as flexible as possible and find a time and place that suits them.
• Approach the conversation in a positive and supportive way.

2. Try to remember that lived experiences outside of work you may not know about could also have had an impact on their mental health

For example, if someone close to them has died, or a long-term relationship has recently ended, they will be going through a tough time and may not be open to sharing. Reassure them that they can share as much or as little as they like, and you are there to support them whatever they decide to open up about. 

3. Be aware of what resources and support you can offer and tell employees about them.

These employee resources can include:

• An employee assistance programme (EAP) that offers staff counselling
• Mental health 'champions'
• External support networks

If an employee's mental health problem could reasonably be believed to be a disability, you must make reasonable adjustments  in alignment with rights for disabled people.

Remember that not all mental health concerns will be categorised as a disability. However, you should still consider whether you can offer any workplace changes or support to help an individual going through these challenges.

What to do if an employee talks to you about their mental health

If an employee approaches you to talk about their mental health or is struggling with work-related stress, you should thank them for opening up to you and make sure you give them as much time as they need to talk.

During the conversation, you should:

• Listen carefully to what they say
• Try to identify what the cause is, for example by keeping questions open ended
• Think about ways to help, for example if they know about options for support at work or how to request reasonable adjustments.
• Consider what they are telling you about your workplace - you might discover something actionable to add to you mental health and employee wellbeing strategies!
• Reassure them – let them know you'll help them get the support they need on an ongoing basis

You could agree to take time to think through what you've discussed before making any decisions.

Workplace changes you can make that will make a difference to company culture

Actively building a supportive environment to create a happy, healthy workplace will produce better mental health outcomes for your employees.

If employees feel they can talk openly about mental health topics, problems are less likely to build up. As well as better mental health outcomes, from a business perspective this could lead to:

• Less time off for poor mental health
• Improved morale at work

Remember, its essential to treat mental and physical health as equally important. You should create an environment where employee mental health isn't considered taboo, but spoken about in the same way any physical illness would be.

For example, it's important to:

• Make sure managers model positive wellbeing behaviours and use their voice to challenge stigma
• Make sure employees have regular meetings with their managers, to talk about any problems they're having
• Provide resources to support open conversations about mental health
• Promote mental health awareness
• Increase awareness of mental health through training and campaigns
• Appoint mental health champions who are trained to listen and tell staff where to get support. See this guide put together by the charity Mind for guidance on how to appoint mental health champions and the impacts they can have on better mental health outcomes.

Find out more about promoting positive mental health at work, including:

• Understanding mental health
• Creating a mental health and employee wellbeing strategy
• Educating the workforce on mental health impacts
• Implementing mental health policies (you can find our template here)

Support and resources for people struggling with mental health at work

Thankfully, there are many different support services for mental illness you can guide employees towards. Here are some of the key resources, mental health tools and services available that can help you support employees with their mental health at work:

1. Employee Assistance Programmes (EAPs): Many employers offer EAPs, which provide confidential counselling and support services to employees going through tough times, having difficult work-related or personal experiences including mental health concerns.

2. Access to Work: Access to Work is a government-funded programme that provides practical advice and support to help individuals with disabilities or long term health conditions (including mental illness) start or stay in work. They can provide assessments and financial support for accommodations.

3. NHS Mental Health Services: Our wonderful NHS offer a wide range of mental health services, including therapy appointments, counselling, and support groups for anyone struggling with their mental health at work. The NHS also provide a mental health helpline.

4. Mental Health First Aid (MHFA): Some workplaces provide MHFA training to employees, teaching them how to recognise the signs of mental illness and provide initial support to colleagues.

5. Mind: is a UK-based mental health charity that offers information and practical advice, advocacy, and local support groups, including some for mental health at work. They also campaign for better mental health services and awareness.

6. Samaritans: A charity provides emotional support and a mental health helpline to anyone in distress, including those experiencing mental health challenges. They offer a free emergency service helpline that's available 24/7.

7. Time to Change: This campaign works to create inclusive workplaces, and end mental health stigma and discrimination in the UK. They provide resources and support for individuals and organisations to challenge stigma and promote understanding around mental health at work.

8. Workplace Wellbeing Toolkits: Organisations that provide mental health tools like the Mental Health Foundation and the Chartered Institute of Personnel and Development (CIPD) offer a wide range of resources and toolkits to help employers implement positive emotional wellbeing strategies and promote mental health at work.

It's essential for individuals to know their rights regarding mental health in the workplace, where to seek support when needed, and where they can access occupational health services.

Remember, employers and senior leaders have a legal duty of care towards their employees, and that a lack of support has been shown to increase rates of staff turnover, and lead to unhappy, unproductive workforces with poor job satisfaction rates.

Get in touch to discover how Fertifa can help you support your employees

If you're looking for guidance on how to produce better mental health outcomes in your workplace, please don't hesitate to get in touch. Our in-house clinical team specialises in supporting employees throughout the mental health challenges that often come with reproductive health journeys 💜