Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise

AnxietyDepressionOccupational HealthMental healthSickness absence management

Employers should not shy away from supporting complex mental ill health

by Christine Husbands 11 Oct 2021
by Christine Husbands 11 Oct 2021 Shutterstock
Shutterstock

Employers need to recognise there is a world of difference in the level of intervention that people need for low mood and mild anxiety to that needed for severe depression and other mental illnesses, argues Christine Husbands. Using the leadership and expertise of occupational health can often help employers put in place the most appropriate solutions.

We all know there are a lot of employer-funded support services out there that offer mental health support. However, it is important for employers to recognise – and for occupational health to be communicating – that many do not cater for more complex and enduring mental health issues, such as severe depression, trauma and psychiatric disorders.

Many services are only limited to mild to moderate mental health issues, such as low mood and anxiety, for instance via apps and employee assistance programmes.

There is a world of difference in the support that people need for low mood and mild anxiety to that needed for severe depression and other mental illnesses, and very few services address the latter.

While it is great that companies are making support more accessible for mental wellbeing, we’d argue that it is vital that support is also put in place for more serious mental health conditions.

Supporting serious mental health conditions

Serious mental health conditions are not uncommon, such as post-traumatic stress disorder, self-harm, severe depression and psychosis. It is vital that people who experience these are catered for by effective support services.

Mental ill health

First lockdowns fuelled insomnia, anxiety and depression

Number of people with symptoms of depression doubles

Depression in the workplace: the role of occupational health

As supporting mental health and wellbeing is at the top of corporate agendas, companies are keen to make help accessible, and that of course is laudable and to be encouraged.

But alongside this it is important that employers are aware of the differences between help for mild to moderate conditions and the sort of support needed for more complex, severe or enduring mental health issues.

Most services, to be fair, do offer valuable ‘in the moment’ support but, if additional support is needed, may often fall short.

Indeed, some services even have a list of exclusions covering the more complex mental health conditions whereas for others, it is down to the practitioner’s judgement whether they expect the issues to be resolved by the short course of counselling or CBT available.

Sadly, we hear of many people who have been turned away from mental health support services because their mental health condition was excluded, or that the available therapies were not judged to be appropriate.

This can be incredibly detrimental and put recovery time back significantly – yet, ironically, these are the people who need the most help.

Support encompassing the full spectrum, from mild through to severe mental health conditions, must be available for all people to be fully supported.

Long-term help from mental health specialists

Comprehensive support for more severe conditions needs to be put in place if companies really want to give people access to the most appropriate support. Leaning on the expertise that occupational health can provide can be a great starting point.”

We’d argue strongly that support for serious mental health conditions needs to include access to long-term help from a mental health specialist as well as a course of the most appropriate therapy if needed. It needs to include:

  • Risk assessment
  • Screening using clinical tools, such as PHQ9/GAD7
  • Help with coping strategies
  • Short- and long-term goals and planning
  • Guidance on appropriate tools and resources
  • Help to access services from the NHS, or available employee benefits
  • Long-term resilience tools
  • Return-to-work support

The term ‘mental health’ covers a wide range of conditions and severities and is therefore very complicated, so it needs a comprehensive approach.

It is understandable that, often, companies may think that just because they have put some mental health support in place, they have then ticked the box and it is ‘job done’.

But they may not appreciate that that support is quite limited in practice. At RedArc, we often see the fall-out from that approach.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Comprehensive support for more severe conditions, in addition to mild to moderate, also needs to be put in place if companies really want to give people access to the most appropriate support for them. Leaning on the expertise and leadership that occupational health can provide in terms of accessing the most appropriate pathways can be a great starting point.

Ultimately, we see some very positive results from people who have access to fuller support. Employers need to recognise they can help to make that difference, but it may need a more complex, nuanced approach.

Christine Husbands

Christine Husbands is managing director of RedArc, a service that provides personal nurse advisers for people experiencing illness, disability, trauma or bereavement.

previous post
Health workers facing abuse over treatment delays
next post
Civil servants to face renewed push to return to office

You may also like

Personnel Today Awards 2025 shortlist: Health and wellbeing

2 Sep 2025

Four-day working week trial in Scotland’s public sector...

29 Aug 2025

MoD worker loses harassment claim over lack of...

27 Aug 2025

Workers need more protection from heatwaves, says WHO

22 Aug 2025

Reasonable adjustment failures for epilepsy lead to £445k...

21 Aug 2025

Employee Benefits Live 2025 conference programme unveiled

21 Aug 2025

BA crew member too anxious to fly wins...

13 Aug 2025

Violence against A&E staff has doubled, warns RCN

12 Aug 2025

Reform fit notes to recover falling over-50s employment

11 Aug 2025

‘Knowledge gap’ fuelling stress about workers’ finances

6 Aug 2025

  • Work smart – stay well: Avoid unnecessary pain with centred ergonomics SPONSORED | If you often notice...Read more
  • Elevate your L&D strategy at the World of Learning 2025 SPONSORED | This October...Read more
  • How to employ a global workforce from the UK (webinar) WEBINAR | With an unpredictable...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise