10 Steps to writing your mental health policy: A Guide for Employers

Mental health is a vital component of overall well-being, impacting productivity, job satisfaction, and the work environment. As awareness around mental health grows, more organisations are recognising the importance of supporting their employees’ mental well-being. A formal mental health policy is one of the most effective ways to show this commitment. By setting out clear guidelines, practices, and resources, businesses can help create a supportive workplace where mental health is valued.

In this blog, we’ll cover the steps to creating a mental health policy that reflects your organisation’s values and provides meaningful support for employees.

1. Understand the Importance of a Mental Health Policy

A mental health policy demonstrates a proactive approach to supporting employees’ mental well-being. Here’s why it matters:

• Reduces Stigma: By addressing mental health openly, you send a message that mental health is a priority and that there’s no stigma associated with seeking help.
• Promotes Productivity: Employees who feel supported are generally more productive, focused, and motivated.
• Improves Retention: Supportive workplaces are more likely to retain employees, reducing turnover and the costs associated with recruiting and training new staff.

Mitigates Legal and Financial Risks: By clearly outlining mental health support and processes, you can reduce potential risks associated with unmanaged workplace stress or mental health issues.

Our E-Learning course can provide you with further training on developing your Mental Health Policy

2. Gather Input and Assess Needs

Before drafting your policy, get input from stakeholders across your organisation. This step helps ensure your policy addresses the real needs and challenges within your workplace.

• Survey Employees: Gather anonymous feedback on what employees feel they need from a mental health perspective, such as access to counselling, flexible work hours, or mental health days.
• Involve HR and Management: HR and managers play critical roles in implementing the policy, so their input is essential for practicality and enforcement.
• Consult Legal and Industry Standards: Research industry best practices and any legal requirements to ensure your policy is both compliant and effective.

3. Define the Purpose and Objectives

A strong mental health policy starts with a clear purpose. Ask yourself what you aim to achieve with this policy. For example:

• Promote a culture of openness and support around mental health.
• Encourage early intervention and access to mental health resources.
• Reduce the stigma surrounding mental health in the workplace.
• Provide clear procedures for managing mental health issues.

State these objectives at the beginning of your policy to set the tone for your organisation’s commitment to mental health.

4. Outline Your Commitment to Mental Health

Your policy should communicate a strong commitment to supporting mental health in the workplace. This section could include:

• Support for Employees: Emphasise that all employees have access to support and resources, and no one will face discrimination for seeking help.
• Non-Discrimination: Reinforce that the organisation values mental well-being equally to physical well-being and that discrimination against those with mental health conditions will not be tolerated.
• Confidentiality: State that any conversations or disclosures related to mental health will be treated confidentially, respecting employees’ privacy.

5. Specify Available Mental Health Resources and Support

Detail the resources and support systems that are available for employees. This could include:

• Employee Assistance Programs (EAPs): If your organisation offers an EAP, include details on what it provides, such as free counselling, financial advice, or referrals to mental health professionals.
• Mental Health Days: Specify if employees are entitled to mental health days or if they can use sick leave for mental health reasons.
• Flexible Working Arrangements: Consider offering flexible working hours or remote work options to support mental well-being, especially for those facing stress or anxiety.
• Access to Mental Health Professionals: Include information on how employees can access counselling or other mental health services, whether through the company’s benefits or external providers.
• Provide your staff with our Mental Health First Aiders E-Learning course.

Be sure to include how employees can access each resource, making it as simple as possible for them to get help.

6. Establish Procedures for Supporting Employees with Mental Health Issues

Outline the procedures for supporting employees who disclose mental health concerns, including:

• How to Report: Provide clear steps for employees on how to discuss mental health challenges with their manager, HR, or a designated mental health representative.
• Accommodations Process: Outline the process for reasonable accommodations, such as temporary changes in workload or workspace.
• Return-to-Work Support: If employees take time off due to mental health issues, include a plan for supporting their return, such as phased returns or adjustments to workload.

This section helps ensure consistency in how mental health issues are handled, providing reassurance to employees that they will be supported if they come forward.

7. Define the Role of Managers and HR in Supporting Mental Health

Managers and HR staff play key roles in fostering a supportive culture around mental health. Clearly outline their responsibilities, including:

• Identifying Early Signs: Provide guidance on recognising potential signs of mental distress, like changes in performance, absenteeism, or mood shifts.
• Providing Support and Flexibility: Encourage managers to provide a supportive response and show flexibility with work hours or deadlines when appropriate.
• Ensuring Confidentiality: Stress the importance of maintaining confidentiality in any conversations about mental health.
• Promoting Resources: Managers and HR should be familiar with available mental health resources and encourage employees to use them.

Our Supervising Mental Health and Work E-Learning course can provide your managers and supervisors training to help them effectively support team members dealing with mental health issues.

8. Include Anti-Stigma Initiatives and Education Programs

A mental health policy should promote an inclusive and stigma-free workplace. You could include:

• Workshops and Training: Offer regular training sessions on mental health topics, from stress management to recognising signs of burnout.
• Awareness Campaigns: Hold campaigns or activities around Mental Health Awareness Month or other observances, normalising the discussion around mental health.
• Open Discussions: Encourage open forums or team meetings where employees can discuss mental health topics in a non-judgmental environment.

Education and awareness help normalise mental health conversations, making employees more likely to seek support if they need it.

9. Provide a Clear Process for Reviewing and Updating the Policy

Mental health needs and resources change over time, so it’s essential to keep the policy up to date. Establish a process for regularly reviewing and updating the policy to ensure it stays relevant and effective.

• Regular Reviews: Specify how often the policy will be reviewed, such as annually.
• Collecting Feedback: Encourage employees to provide feedback on the policy, which can be considered during revisions.
• Updating Resources: Make sure that the mental health resources listed are still available and accessible.

By making your policy a “living document,” you can adapt to evolving needs and best practices.

10. Communicate and Promote the Policy

Once your mental health policy is finalised, share it widely within your organisation. Here’s how:

• Distribute to All Employees: Send the policy to all employees, either digitally or in print, and encourage them to review it.
• Incorporate in Onboarding: Make the policy part of your onboarding materials so new employees know about it from day one.
• Promote Regularly: Remind employees of the policy and available resources during regular meetings, in newsletters, or via your intranet.

Effective communication ensures everyone in the organisation knows about the policy and understands its importance.

Conclusion

Creating a mental health policy is an essential step toward fostering a safe, inclusive, and supportive workplace. By taking the time to draft a comprehensive policy, you are showing a commitment to your employees’ well-being and contributing to a culture of openness and understanding around mental health.

A well-crafted mental health policy can have a transformative impact, not only by protecting your employees’ mental health but also by promoting productivity, engagement, and loyalty within your workforce. When mental health is a priority, everyone benefits.

Getting Started

As you have no doubt deduced this is no small undertaking and that’s where we can help. We offer a range of training courses and consultation services that will quickly bring you up to speed and make your workplace safer.

• • Talk to us now – All our contact details can be found here.
  • We have a range of E-learning courses available to help you develop health and safety in your business specifically:
  • Developing a Workplace Mental Health Policy
  • Supervising Mental Health at Work
  • Mental Health Awareness
  • Mental Health First Aid