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One in six UK workers are worried that revealing their mental health concerns could result in job loss
21 March 2022 Health and Wellbeing
New research reveals increasing issues around reporting employee wellness whilst hybrid working, as 95% of UK employees feel that their company doesn’t do enough to identify and support those with mental health concerns.
One in six UK employees feel worried that raising mental health concerns with their company could put them at risk of losing their job, a new report into employee mental health and remote working has found.
Throughout the UK, 86% believe that their workplace is not a safe space for employees to be open about mental health.
Over the last 12 months, two in three employees have experienced worse mental health at work, compared to the previous year.
As remote and hybrid working environments continue to be adopted by more UK businesses, evidence suggests that companies have struggled to adapt their mental health support processes.
One in three employees feel less able to raise mental health concerns during remote meetings, often causing any issues to go unnoticed.
Just over one in eight companies in the UK don’t have a process in place for remote workers to report mental health concerns.
This is most prevalent in SMEs, where this figure nearly doubled to one in five not having a process in place.
What do employees want from their companies?
With worsening employee mental health a growing concern, the change most desired by employees is for companies to offer more regular in-person meetings (36%) and for managers to receive better training on identifying signs of poor mental health (36%).
Just under a third of respondents (32%) state they would like to see a process policy of reporting mental health concerns, which is not currently offered, followed by assurances of job security after reporting.
In recent years, businesses have become more aware and understanding of the importance of having a culture of open communication and compassion.
The Covid pandemic heightened employers’ responsibilities to adequately care for their employees’ mental health and emotional wellbeing.
Those who failed to put effective measures in place suffered from high staff turnover and increased burnout-related absences, due to their people feeling overwhelmed and undervalued. However, more can still be done.
The Employee Mental Health and Remote Working report – conducted by virtual events company Wildgoose – asked employees from 129 different UK companies whether their mental health at work had improved or worsened over the past year.
Wildgoose managing director, Jonny Edser, said:
“As remote and hybrid working practices become more widespread, companies need to start doing more to ensure that employees are still receiving the same levels of mental health support.
“With less regular in-person meetings and casual catch-ups in the office, it can be much harder to spot the signs of poor mental health.
“For this reason, it’s essential that employers communicate with their staff, finding out how they would like to be supported.
“Perhaps they’d appreciate more regular workload reviews, weekly face-to-face meetings, or even the creation of better mental health policies.
“The most important aspect is that employees feel comfortable and safe to discuss any concerns.”
So what steps can organisations take to ensure their employees feel comfortable talking about their mental health?
Kate Palmer, HR advice and consultancy Director at Peninsula, said:
“Introducing mental health first aiders and providing empathy and emotional intelligence training to managers can be a great first step in breaking the stigma associated with mental health.
“Similarly, employers should pro-actively develop initiatives to encourage open communication and non-judgemental discussion platforms.
“This includes the provision of robust policies and procedures and a zero-tolerance stance against any mental health-related bullying, discrimination or harassment.
“Such measures should be available to all employees, including those who are working remotely.
“It’s important for employers to regular check-in with their remote workforce, to ensure their needs are met and see if further support is needed.
“This can be done through a daily catchup meeting or an informal welfare meeting.
“Reasonable adjustments should be made for employees who raise concerns, such as the offer for them to come into the office to meet/socialise with other team members; amendments to working hours or duties; more regular wellbeing meetings; or a flexible approach to performance targets.”