Over the course of the past year, the world has seen significant change. A global pandemic has impacted the way we live, and consequently, the way we work. 

For those that are usually office based, home working has become the norm. For those that are unable to work from home, sanitisation and social distancing have become part of everyday life. Whichever situation employees find themselves in, it can all have a significant impact on their lives.

Many workers have felt under pressure to be more productive when working from home. Putting in longer hours, failing to switch off and checking emails on phones late into the night. Pair this with minimised social interaction, lack of adequate working space, and the various other distractions that come with home working (children, partners, pets and post deliveries), the situation can create a toxic environment for people to spend time in.   

The Covid-19 pandemic is having a major effect on mental health and wellbeing. In August the Office for National Statistics (ONS) reported that 1 in 5 adults in the UK were likely to be experiencing depression, a rate that had almost doubled since before the start of the pandemic. In the UK at present, mental ill health is responsible for 72 million working days lost (MHFA England, 2020) and costs employers £45 billion each year (Deloitte, 2020). 

Aside from the financial costs to the employer, and the detrimental effects on the employee, mental ill health can have a significant impact on productivity and also staff morale. All in all, the wellbeing and happiness of an organisation’s employees, is a key part of its success. 

Employers need to act now in order to support their workers.

The rollout of the vaccine in the UK is allowing hope of a potential return to some form of normality. For many, that will mean a return to offices, though for some, the new way of home working will remain. It’s important to remember that with mental health, there is no one size fits all approach. 

Workplace responses to mental health issues in the UK are currently very reactive, when crisis arises, employees are often sign posed to an Employee Assistance Programme, and then left to their own devices. Other frequently used wellbeing initiatives include free bowls of fruit for staff, lunchtime yoga sessions, and discounted gym membership. But, whereas all of these offerings are welcome, none of them address the causes of workplace mental health issues, or support their prevention.

A proactive approach from employers may yield better results. 

For every £1 employers invest in mental health and wellbeing initiatives for their employees, they will, on average, get a £5 return on investment in terms of reduced absence and staff turnover (Deloitte, 2021). Employers investing financially in early interventions in employee wellbeing also gain a happier, more engaged and productive workforce. Early wellbeing interventions such as, transparency in communication, creating open and safe spaces in which to discuss mental health, and helping to alleviate the associated stigma can all be embedded into company culture at low cost. 

It’s time for employers to stand up and act; wellbeing policies, wellbeing champions, creating open communication with all, and making your staff feel worthy and engaged is just a starting point. Let’s all try and do more.