Understanding workplace mental health
Workplace mental health is increasingly recognised as essential to organisational success. Poor mental health affects productivity, engagement, and retention. The cost of untreated mental health conditions far exceeds the investment in prevention and support.
Mental health scope
- Preventing work-related harm
- Supporting existing conditions
- Promoting positive wellbeing
- Creating safe environments
Business impact
- Absenteeism and presenteeism
- Productivity and engagement
- Turnover and retention
- Workers' compensation claims
Australian context
Key legislation and frameworks:
Australian mental health framework
Warning signs
- Behavioural changes: Withdrawal, irritability, mood swings
- Performance changes: Declining quality, missed deadlines, errors
- Attendance changes: Increased absence, frequent lateness
- Physical signs: Fatigue, changed appearance, frequent illness
- Social changes: Isolation, conflict with colleagues
- Communication changes: Less engagement, negative outlook
Prevention is primary
While supporting struggling employees is important, the primary focus should be preventing harm in the first place. Address workload, job design, bullying, and management practices before individuals reach crisis point. Reactive support is necessary but not sufficient.
Supporting mental health
Prevention
- Manage workload and job demands
- Build psychologically safe culture
- Address bullying and harassment
- Support work-life balance
Support
- Provide EAP services
- Train managers to have conversations
- Offer flexible arrangements
- Support return to work
Common mental health mistakes
EAP as the only solution
Relying solely on EAP without addressing workplace causes. If work is causing harm, counselling helps individuals cope but doesn't fix the underlying problem. Address psychosocial hazards at source.
Stigma and judgment
Creating policies but maintaining a culture where mental health disclosure is risky. If employees fear career impact from disclosure, they won't seek help until crisis point.
Performance before person
Focusing on performance management when someone is struggling rather than understanding and support. While performance matters, leading with discipline rather than care usually backfires.
Key takeaways
Workplace mental health requires both prevention (addressing psychosocial hazards) and support (EAP, flexible arrangements, manager training). Australian WHS laws increasingly require employers to manage psychological risks. Creating psychologically safe environments benefits everyone, not just those with diagnosed conditions.
RosterElf's staff management supports workplace mental health through fair scheduling, manageable workloads, and flexible work options.
