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11 May 2021
by Emma Mamo

Why adjusting to the ‘new normal’ is an opportunity to talk about mental health at work

The coronavirus pandemic has caused significant and sudden changes to our lives, including the way we work. As a result, organisations and workers have had to adapt quickly, presenting challenges to our mental health and wellbeing. For some of us, the pandemic has meant working from home or being put on furlough. For others, like key workers, it has meant going to work as usual but coping with the pressures of a global pandemic.

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We regularly survey staff across a range of employers of different sizes and sectors as part of our annual Workplace Wellbeing Index – a benchmark of best policy and practice when it comes to creating mentally healthy workplaces. Issues like stress, anxiety and depression are commonplace across the board, even before the pandemic. Most recently (2020/21), we surveyed more than 40,000 staff working across 114 organisations, and two in five (41%) told us their mental health had worsened during the pandemic. That’s why it’s never been more important for workplaces to prioritise staff wellbeing.

Adjusting to the ‘new normal’

There are a number of factors taking their toll on employee’s mental health. Remote working can be isolating, which can worsen our mental health, and it can also be harder for colleagues to spot if someone is struggling with their mental health. In addition, working from home makes it harder for staff to achieve work/life balance. Although technology has played an essential part in remote working, it can make it harder to switch off. In fact, more than half (52%) of the employees we surveyed as part of the Index told us that their work life interfered with their home life during the pandemic.

As lockdown measures begin to lift, we'll again need to adjust to a ‘new normal’, and staff will be looking to their employers to guide them during these uncertain times. It’s not just a case of reversing the situation that many workplaces found themselves in last year at the beginning of the pandemic.

We know there is still so much uncertainty, which can fuel anxiety. Many staff are questioning when their industry will open up again, if they will ever go back to commuting regularly and the long-term impact on their business and employment status. Among the staff we surveyed whose employer was taking part in the Index, one in three (34%) said the pandemic had made them more concerned about their job security. Of these, three in five (59%) said this had a negative effect on their mental health.

A duty of care

Employers have an essential role to play in helping staff feel safe and comfortable about returning to work when appropriate. It’s really important that staff don’t feel pressured to return to their former workplace before they're ready and employers must be ready to be flexible and make changes if needed. Adjustments to roles could include a change of workspace or working hours. You may have to consider options that make journeys into work safer, such as avoiding travelling at peak times and providing cycle storage and showers for those who can commute by bike.

Under the Equality Act 2010, employers have a legal duty to make ‘reasonable adjustments’ to any staff member who is disabled. The definition of a ‘disability’ under the Act can include staff with mental health problems, depending on their severity, duration and the impact they have on their daily life. Despite this legal duty, around three in five (63%) of the 13,139 staff we surveyed who disclosed poor mental health to their employer were offered reasonable adjustments, the remaining two in five (37%) were not.

We want all employers to be as flexible as possible when it comes to supporting their staff, regardless of whether they have a mental health problem or not. And it’s in an employer’s interests to take care of their staff – given those who do invest in staff wellbeing are more likely to report greater morale and productivity; as well as reduced sickness absence, ‘presenteeism’ and turnover.

Supporting employees as they transition back to ‘normality’

If a colleague is finding the transition back to 'normality' difficult, ask them what support they need. For example, giving staff the option of working from home longer-term, or offering employees a phased return to their usual workplace by gradually reducing the number of days per week they work from home.

When things return to 'normal', re-establishing familiar former routines could help staff adjust to their previous way of working. It might also be an excellent opportunity to reflect on whether you can continue some of the different forms of working put in place while working remotely. If anything that had an unexpected benefit in terms of morale or productivity could be retained, it might help with transitioning forward for everyone.

You can ensure that staff feel like their voices are being heard by asking them to consult on any plans to reopen the workspace. Be creative and flexible with your ideas to make them feel safe enough to return when it is appropriate to do so. There isn't a one-size-fits-all approach to supporting the workforce's mental health. So it's essential to get regular feedback from staff to identify trends on what is and isn't working and make changes.

Alongside workplace wellbeing initiatives employers can put in place, employees of all levels need to create a space where everyone feels able to talk about their mental health and know that, if they did, they'd be met with support and understanding.

While the pandemic has meant many more of us are facing difficulties with our mental health, it has also provided a significant opportunity to talk about mental health and wellbeing in the workplace. As vaccinations continue to be rolled out and we see a slow return to normal, we mustn't lose sight of what we have learnt and how we continue to fight for better mental health at work.

The author is Emma Mamo, head of workplace wellbeing at mental health charity Mind.

This article is provided by Mind.