Information for employees

Getting support from your employer
If you are finding work stressful or struggling because of a mental health problem then your employer should be able to offer you support. Under Equality Law, employers are obliged to make appropriate measures so that employees who have a disability, including people with experience of a mental health problem, can access, participate and advance in employment.

Examples of reasonable accommodation:

• Adjusting working hours
• Adjusting tasks
• Providing time off to attend counselling/medical appointments
• Phased return to work after someone has been on sick leave

All measures should be taken in consultation with the employee and should be reasonable for the organisation.

Disclosure of a mental health problem

Deciding whether or not to tell your employer and colleagues about your mental health problem can be difficult. If you do decide to tell, think about how and when to do it, how much information you want to give, what kind of information and with whom to share it. Often people think that employers and colleagues will react negatively if told that someone has a mental health problem. However, the law states that employers and others should not discriminate. Some areas, such as offering reasonable adjustments, work best if you disclose your mental health condition and then discuss with your employer what changes may help you.

Top tips

• It’s your choice – disclosure of mental health problems at work is a personal choice, and you can say as much or as little as you want. If you need more support, being open can help you get it.
• Request a one-to-one meeting with your manager – Get some private time where you can discuss your mental health, how it relates to your work, and what might help you manage your health so you can perform well.
• Remember you are the expert on your needs – agree a plan of changes with your boss and a time to meet again to discuss whether things have improved. If you’re not sure what might help, try small experimental steps, and make a note of whether they help or not.
• You have rights – if your boss is unhelpful or dismissive, remember they have legal duties under the Equality Act to make ‘reasonable adjustments’ and not discriminate in recruiting, retaining or promoting staff. Mental health problems are a disability under the Act so you are likely to be protected, but always seek legal advice.
• Remember you are not alone – one in six of our workforce experiences mental health problems each year and with a bit of practice, many people can balance their health with the demands of a job.

Supporting a colleague
There is no simple way of knowing if someone has a mental health problem and sometimes you don’t need to know. It is more important to respond sensitively to someone who seems troubled that to find out whether or not they have a specific diagnosis.

Tips on supporting a colleague:

• Let them know that you are there if they want to talk
• Let them share as much or as little as they want to
• Don’t try to diagnose someone or second guess their feelings
• Keep your questions open ended
• Reassure them that what they tell you is private
• Talk about wellbeing and ways of de-stressing