Wellbeing at Work

For a lot of people, illness is something tangible – such as a cough, a broken limb, or debilitating physical illness. But you’re probably also aware that some illnesses can’t be seen. You can’t touch depression, neuro-diversity or an addiction, but the effects can be as far reaching for your employees and your business as more obvious forms of illness.

Wellbeing isn’t just about illness though – it’s about helping your employees to thrive, to get the best out of them.

At Mint HR, we are fully qualified Mental Health First Aiders and offer a range of services to help you improve your employees’ mental health, promote a happier workplace, and deal with issues that can arise from poor mental health or any challenge they may face.

Contact Mint HR

or Call 01138 630 011

How Mint can help support all your employees

Provide training for you and/or your team, in order to better understand and identify mental health issues.
If we don’t have the expertise, we have an amazing book of contacts who we can introduce.
Help you support your people who are suffering with poor mental health and signpost all available help.

Sit in meetings with managers to support or speak to individuals separately – to give them the opportunity to open up.
Seek Occupational Health professionals if necessary.
Assist with managing absence.
Keep in contact – especially with those on long term sick.

Case Study

There were signs of a fractious relationship emerging between two individuals in a team. We supported the manager with the situation but unfortunately one of the individuals raised a grievance against the other.

On investigating the grievance, it became apparent that both individuals struggled to understand the other. One had a mental health diagnosis and the other felt that he was neuro-diverse even though he hadn’t received a diagnosis.

The key with this situation was to provide support to both individuals so that them, the team and the business could move forward and work together respectfully.

We appointed a specialist Occupational Health provider to provide recommendations for one and appointed a neuro-diverse consultant for the other.

There is no magic wand that can be waved in situations like this – but it’s important to listen, question and work with individuals to find support. A personalised approach always helps.

Frequently Asked Questions

Yes, employers have a legal responsibility to ensure the health, safety and wellbeing of their employees – including their mental health. This is defined in the Health And Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999.

Employers have a ‘duty of care’ to support their team’s wellbeing and must treat mental and physical health as equally important.

Do not make assumptions – just because someone is smiling or getting on with their job does not mean they are not suffering with their mental health. Not everyone shows obvious signs. However, some possible signs in the workplace could be – appearing tired, anxious or withdrawn; change in standards or focus in their work; loss of interest in tasks they previously enjoyed; or increase in sickness absence or lateness.

MHFAiders provide initial support, encouragement, and signpost someone experiencing poor mental health. Having a member of your team trained as an MHFA can also play a vital role in reducing stigma and promoting positive mental health in your workplace.

A supportive workplace community enhances job satisfaction and can be a protective factor for mental health.