Mental health in the workplace webinar | Posturite
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Mental health in the workplace

Date

Friday 20 May 2016

Presenter

Andrea Youngman, Remploy

Overview

While many of us hit the gym, eat well and make an effort on our physical health everyday (or at least give it good try!), very few of us take care of our mental health in the same way.

This month we are focusing on the impact that mental health has in the office. Mental health is the leading cause of sickness absence in the UK today, costing UK businesses an estimated £26bn each year.

Employers and employees need to become more proactive in making sure that their workplaces are free from discrimination, where wellbeing is a priority and not treated as a problem, making the individual feel worse.

Andrea Youngman from Remploy will be presenting this unmissable webinar which will cover:

  • How to create a culture of openness by talking about mental health issues in the workplace
  • Promoting wellbeing at work
  • How to support an individual if they are feeling under pressure due to mental health issues
  • How to spot the signs of stress and how to be proactive at supporting staff wellbeing

Biography

Andrea Youngman is a national business development manager at Remploy. Andrea brings over 10 years experience of working within welfare to work and has specialized in building mutually beneficial partnerships with large employers in the disability and diversity space.

Remploy has now supported 5,000 people in Britain suffering with conditions such as depression, anxiety or stress to remain in or return to work. It has achieved an impressive 92% success rate of people retaining their employment six months after joining the programme.

With 91 million working days lost every year due to mental ill health, Remploy can help you to manage the impact of mental health problems with their Workplace mental health support service so your employees remain productive at work.

Watch again

 

Q&A

Q: How do you constructively challenge a culture where people are sceptical about mental health and suggest sufferers just 'get on with it'?

A: Suggestion of MH for manager training sessions or MH awareness session. Can depend on organisational approach, is it a local team level or wider. Sometime the employee can be best person to talk about MH. (Listener: Thank you!, Presenter: No problem!)

Q: Can the employer refer in as opposed to the employee?

A: The employer would need to have the consent of the employee to refer. If the employee does not wish to participate they do not have to. We often have an occupational health team who will refer individuals with their consent. Another suggestion is to get the employee to call the number with support of their line manager.

Q: How does this fit in with an EAP?

A: It is vocational service offering 6-month support, and should complement what the EAP offers. The EAP could also make referrals to service.

Q: Is it free of charge to the Employee?

A: Yes, Access to Work pay Remploy to deliver the service.

Q: If the service is 'free' who is actually funding this service?

A: Access to Work pay Remploy to deliver the service.

Q: So can we actively encourage people to contact Remploy and advertise this as a service?

A: Yes, please do.

Q: Are your consultants in the program medical consultants?

A: No, the VRC are not medically qualified as we are not there to treat the MH condition. We are there to understand what the work based issues are and provider support, solutions & coping strategies.

Q: Does the employee have to be absent?

A: No, as the person is employed they can access the service at any time. Even better if they do before they go off sick as we may be able to help prevent any absences from happening.

Q: what happens if the person loses employment during the process?

A: We have to suspend the case, but we will keep in touch with them, and re open the case if they become employed again during the 6 months.

Q: My organisation is encouraging volunteers as mental health first aiders, what do we need to be careful of as employers?

A: What are you expecting your MH FA to do with this training? Is their role changing, or is it to have better awareness of MH conditions?

Q: If we appoint mental health first aiders and a situation creates a mental health issue on them? Could this lead to an insurance claim – as the employer we created the problem?

A: I think you need to ensure regular supervision for these employees, so they have a channel in which to offload information if needed. The same way every counsellor has a counsellor/ mentor. (Listener: Thank you, glad I made time to listen and had my question answered)

Q: what qualifications do the support staff have to provide the service?

A: All have the CDMP qualification (Certified Disability Management Practitioner) which is focused on vocational, not medical, solutions.

Q: Hi, does the employee need to self-refer or can we as employers refer into the service?

A: The employer would need to have the consent of the employee to refer. If the employee does not wish to participate they do not have to. We often have an occupational health team who will refer individuals with their consent. Another suggestion is to get the employee to call the number with support of their line manager.

Q: Are the face-to-face meetings held locally to the individual?

A: Yes, wherever best to meet the person. This can include a home visit if required.