SAFETY TOPICS

Embracing Mental Health: Creating a Safe Workplace

More than 160 million people are part of the U.S. workforce, and the average full-time employee spends approximately half of their waking life at work.¹The amount of time spent at work, in addition to the desire to be successful, can be mentally draining at times. It’s important to keep in mind that when an employee’s mental health is compromised, the chance of a workplace injury occurring increases.² Let’s talk about some ways to embrace mental health in the workplace to not only benefit employees but to contribute to a positive work culture and safe workplace.

“Employers can help promote mental health by providing a supportive workplace culture and monitoring job satisfaction.”

What is mental health?

Mental health includes emotional, psychological, and social well-being. It affects how your employees think, feel, and act. It helps determine how your employees handle stress, relate to others and make choices. Anxiety disorders and depression are common contributors to poor mental health and often can be attributed to stress. Stress can also cause headaches and feelings of being overwhelmed. Poor mental health is both a health and safety hazard that must be addressed. Employers can help promote mental health by providing a supportive workplace culture and monitoring job satisfaction.³

The effects of poor mental health on productivity

When employees are suffering from mental health issues, absenteeism and turnover rates tend to increase. Absenteeism is when employees refrain from going to work. Presenteeism refers to employees going to work when not feeling well, either mentally or physically, which keeps them from being fully present in the workplace. Both absenteeism and presenteeism have a direct effect on productivity. More important, presenteeism can increase the chance of workplace injury because employees are not fully focused on their jobs.⁴

How to support mental health in the workplace

Here are some tips for employers to help identify and resolve stressors in the workplace.⁵

Be aware that employees may experience heightened levels of isolation, uncertainty, grief, and stress. Some employees face extra demands, such as caring for elderly or disabled family members or dealing with substance use challenges.
Identify factors that could be making it difficult for employees to get their jobs done and determine if adjustments can be made to lessen the burden.
Show empathy and reassure employees that you’re open to discussions about workplace stress to create a safe and trustworthy space.
Provide access to helpful coping and resilience resources or other supportive services.

The Occupational Safety and Health Administration’s Supporting Mental Health in the Workplace flyer provides guidance for management on how to best address workplace stressors.

If you’d like additional information on mental health resources, please contact your Summit loss prevention consultant.

Footnotes

“U.S. Surgeon General Releases New Framework for Mental Health & Well-Being in the Workplace.” U.S. Dept. of Health & Human Services October 20, 2022. https://www.hhs.gov/about/news/2022/10/20/us-surgeon-general-releases-new-framework-mental-health-well-being-workplace.html (Accessed August 4, 2023).
“Mental Health in the Workplace.” Centers for Disease Control and Prevention. U.S. Dept. of Health & Human Services, last reviewed Apr. 10, 2019, www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html (Accessed Aug. 3, 2023).
“About Mental Health.” Centers for Disease Control and Prevention. U.S. Dept. of Health & Human Services, last reviewed Apr. 25, 2023, www.cdc.gov/mentalhealth/learn/index.htm (Accessed Aug. 3, 2023).
Joshi, S. “Monitoring Mental Health.” Occupational Health & Safety, 1105 Media Inc., May 1, 2023, ohsonline.com/Articles/2023/05/01/Monitoring-Mental-Health.aspx?Page=2 (Aug. 3, 2023).
Occupational Safety and Health Administration. Supporting Mental Health in the Workplace: Getting Started Guide for Senior Managers. U.S. Dept. of Labor, www.osha.gov/sites/default/files/Getting_Started-Senior_Manager_508.pdf (Accessed Aug. 3, 2023).

Disclaimer

The information presented in this publication is intended to provide guidance and is not intended as a legal interpretation of any federal, state or local laws, rules or regulations applicable to your business. The loss prevention information provided is intended only to assist policyholders of Summit managed insurers in the management of potential loss producing conditions involving their premises and/or operations based on generally accepted safe practices. In providing such information, Summit Consulting LLC does not warrant that all potential hazards or conditions have been evaluated or can be controlled. It is not intended as an offer to write insurance for such conditions or exposures. The liability of Summit Consulting LLC and its managed insurers is limited to the terms, limits and conditions of the insurance policies underwritten by any of them.