Boosting employee mental wellbeing in six steps

Workers in Australia are experiencing rates of stress, anxiety and burnout that are concerning, according to reports.

Safe Work Australia’s 2024 report on psychological health and safety found that mental health conditions accounted for 9% of all serious workers compensation claims and 7% of all work-related injuries and illnesses in 2020–21 — a 36.9% increase in claims since 2016–17.

Hazel Stewart, MD of Innovate Learn, said that there is growing evidence to suggest that employees who are happy at work are more productive and better for the bottom line — and that the mental wellbeing of employees needs to be an ongoing priority.

“Current workplace health and safety regulations obligate employers to implement the necessary measures to manage the mental wellbeing of employees and ensure that workers feel safe and happy at work. Companies that fail to meet this obligation may be prosecuted or fined,” Stewart said.

The rise in mental health concerns

Various reports and surveys have highlighted the increase in mental health conditions of workers:

• A Committee for Economic Development Australia (CEDA) report found that mental health claims are expected to at least double by 2030.
• The Australian Financial Review reported that workers took an average of 76 days off work for each compensation claim linked to a mental health condition in 2023, and the average payout for psychological injuries was almost three times larger than the average payout for physical injuries between 2019 and 2023, at $42,335.
• The TELUS Health Mental Health Index released in January this year revealed that the mental health of workers in Australia has declined to levels in line with lows documented during the COVID pandemic. 35% of workers were found to have a high mental health risk, with anxiety, isolation and work productivity continuing to be major mental health concerns.
   

With this in mind, Stewart has six practical steps that companies can take to improve the mental wellbeing of employees.

1. Invest in adequate staffing

The best way to prevent employees feeling over-worked, under pressure or stressed, is to ensure there are enough hands on deck to share the load. “The employment of additional staff may seem costly, but the costs associated with the declines in productivity, increased employee turnover and absenteeism, as well as workers compensation claims, that result when staff feel overworked, can be crippling,” Stewart said.

2. Invest in an Employee Assistance Program (EAP)

There are a variety of programs available, offering counselling services, stress management or legal support (or a mix).

3. Give employees greater control and more flexibility

Studies have shown that when workers don’t have autonomy in their work, they’re more likely to experience stress. “Empowering workers with the resources, skills and support they need to really take ownership of their jobs and make decisions about their work, is a powerful way to improve engagement and job satisfaction,” Stewart said. “This approach works best when the work environment is also flexible. If you haven’t already done so, consider adopting a hybrid work model or introducing more flexible working hours and work venues.”

4. Create a culture of wellness

Workplaces that champion long hours with no time for rest, exercise and hobbies, or time spent with loved ones, are problematic — as are workplaces that do not remove the stigmas around mental wellbeing and performance. “It’s important that all workers — from management level down to the new intern — feel that their wellbeing is valued by the company, just as much as productivity and sales targets. It’s also essential that workers feel they can discuss their mental health with their managers, and seek out support, without negative consequences,” Stewart said.

5. Provide personalised support

Tap into the needs of each employee — personal and professional — to identify where they need support, and how the business can meet this need. Some employees may be caring for an ailing parent or young children, and would benefit from a more flexible work schedule, for example. Others may be neurodivergent, requiring additional job support from their mentors. “Noting the recent cost of living increases, many workers are facing growing financial stress. It’s important to support employees by assuring them of their job security and financial security through regular check-ins to discuss their role in the business, their future career plan and how they can make the most of career growth opportunities,” Stewart noted.

6. Turn managers into mental health champions

It’s widely understood that managers have a great impact on employees’ experience of work. This is why it’s a good idea to invest in mental health training for managers, so they are empowered to support the positive mental health of workers and drive engagement with company mental health programs.

Image credit: iStock.com/Martinan. Stock image used is for illustrative purposes only.