In the Government’s pledge in the King’s Speech, the emphasis is to give equal parity to mental health and physical health. Currently, mental health is one of the most prominent causes of sickness absence.

According to the RIDDOR statistics between 2023 and 2024, workers suffering from work related stress, anxiety and depression numbered almost 0.8 million, with approximately 300,000 new cases. To help combat these numbers, one method which businesses can employ is investing in Mental Health First Aiders (MHFAs).

MHFAs are trained individuals who offer guidance and support to employees. Chris Wagstaff, Director of Health and Safety at Croner, comments:

“Oftentimes, employers look at mental health as a strictly HR-related issue, but if anything, it is far more a Health and Safety issue. Therefore, if precautions aren’t taken, there could be very costly implications for those businesses that fall foul of the HSE.”

Chris adds, “Mental Health First Aiders can be a great way of educating your team on how to recognise the warning signs of poor mental health. They can provide some initial support to employees and create a positive working environment.”

What is an MHFA?

An MHFA is a member of your team that has undergone mental health first aid training. They typically deal with employees who are struggling with mental health issues. They offer a point of contact for other members of staff, as well as offering guidance when it comes to seeking help from a mental health professional.

MHFAs can deal with a range of mental health related issues. These can be either personal or work-related conditions, such as stress. MHFAs are often used to champion change in the organisation, promoting positive mental health practices from employees to employer. This can help foster a positive work environment, which is vital for overall company culture, productivity and staff retention.

Is it mandatory to have an MHFA?

“Whilst MHFAs may not be a legal requirement, employers do have a legal requirement to look after the physical and mental wellbeing of their staff, as part of their Duty of Care, stated in the Health and Safety at Work etc Act 1974,” comments Chris Wagstaff.

“Having MHFAs can show that your organisation is committed to the idea of positive mental health, which works as part of your wider mental health policy. They can also contribute to the conversation about the potential risks to mental health, which can help when it comes to conducting risk assessments,” he adds.

Once the hazards to mental health are identified, control measures should be implemented to reduce the risk to employees’ wellbeing.

What are the potential hazards to mental health at work?

With conditions like work-place stress on the rise, employers should be ensuring that they have measures in place to protect employees.

Chris says, “There are multiple factors that can affect employee mental health at work. This can be poor workplace practice, through to toxic interpersonal dynamics between management and staff, such as workplace bullying. Employers should perform a comprehensive risk assessment on the potential causation of poor mental wellbeing in the workplace. This can include conditions such as workplace stress. If we are to use stress as the example, the employer must start by identifying what’s causing stress, such as excessive workloads. They should then implement control measures to mitigate the risk – such as ensuring workloads are manageable – and review this frequently.”

What are the implications of poor mental health in the workplace?

There are several negative implications of poor mental health in the workplace that affect employers. These are:

• decreased staff morale;
• a decrease in productivity;
• an increase in sickness absence;
• increased presenteeism; and
• an increase is staff turnover.

As well as these implications, there are the other human connotations that come with poor mental health. This can include an increase in instances of workplace accidents, and the potential for loss of life.

How to appoint and train an MHFA

MHFAs don’t need to have a specialised qualification in psychology, therapy or counselling. Their role is not to provide a clinical diagnosis, and they should not be used as an alternative to seeking advice and treatment from a qualified professional.

An MHFA should have a good grasp of mental health issues and have an openness to be able to discuss such matters comfortably with members of staff. Amongst their skillset, an appointed MHFA should be familiar with the mnemonic device ALGEE:

• Assess the risk of harm to self or others.
• Listen non-judgementally.
• Give information and reassurance.
• Encourage the correct appropriate help (professional and self-help).
• Encourage the individual to seek support systems.

To ensure that your staff are properly supported, MHFAs should undergo a basic level of mental health first aid training. This will ensure those you appoint have the necessary tools at their disposal. You should also encourage a diverse selection of candidates to maximise support for your employees, particularly those with protected characteristics as outlined in the Equality Act 2010.

Chris says, “It’s important that employers treat mental health with sincerity and authenticity, and do not simply see this a tick box exercise. Creating a mentally healthy workplace builds resilience, trust and productivity. The benefits to employers can be monumental, including reduced costs and greater staff retention. Not to mention a reputation as an employer striving to do right by their workforce.”

Talk to our Health and Safety team at Croner

Are you looking to implement an effective mental health policy in the workplace? Our Health and Safety team can give you the advice you need, helping you support your staff, protect your business, and create an effective strategy.

From stress risk assessments to Employee Assistance Programs, we can advise you on the best course of action and ensure that the solution is bespoke to your organisation.

A closing statement from Chris Wagstaff: “Remember, it’s very much an employer’s responsibility to ensure the welfare of their workforce. If you ensure you have the correct risk assessments, controls and policies in place, it goes a long way to protecting both your staff from harm and your business from potential legal action and penalties.”