Last reviewed 17 April 2020
As the pandemic continues, employees may be struggling with their mental health, especially if they are working from home for the first time. Ben McCarthy, lead researcher and employment law writer at Croner-i, outlines ways of tackling this issue.
As the coronavirus crisis dominates the headlines, and businesses across the UK respond to its various impacts, we have seen very challenging times over the past few months. Jobs are on the line, and workers are concerned about their health and that of their loved ones, so they are being placed under increased levels of stress. Mental health professions reported the development of more serious mental health conditions during lockdown. Now more than ever it is important that employers are aware of the signs of poor mental health and are ready to respond to this. Such a response may be as simple as encouraging staff to come forward if they are struggling, but this could be extended into an evaluation of their working conditions and making key changes to business operations.
Spotting the signs of mental ill health
Employees struggling with their mental health are more likely to make mistakes in their work, become irritable with colleagues and management and take an increased number of sick days. Staff who always seemed reliable before may suddenly start to make mistakes that are out of character for them, or even commit acts of misconduct. While some of these signs may seem obvious, they can at times be harder to spot, especially if staff are working from home.
For many employers, managing homeworking is a completely new area for them and there are certain issues they should look out for. While some members of staff may be quite happy to work from home, for others it could prove more challenging. For homeworkers, it may be difficult to separate work life from home life, especially when they both take place in the same area. Some may even start to feel lonely without the commute and the company of colleagues. This could lead to individuals becoming far less active and feel more negative as a result, especially those who usually walk or cycle to work every morning.
Steps a company can take
For those who are still going into work during the coronavirus crisis, it is essential that employers observe staff and strongly encourage them to come forward with any concerns they may have. It is also important to remain flexible in responding to these situations; although it may be disruptive if there are issues in how an individual is working, consider their situation and why they may be acting the way they are. It is harder to keep an eye on staff if they are now working from home. However, employers who have a large number of homeworkers on the books should maintain regular contact with them. If there are issues in their work, it may be that they are struggling with this new arrangement and the organisation could need to consider alternatives, such as placing them on furlough, if possible.
Staff who are struggling during this crisis should also be referred to any third-party counselling services that the organisation offers, such as an Employee Assistance Programme (EAP). EAPs can offer advice and assistance to those who may have personal and professional issues and may prove invaluable during this time. The company could also consider introducing a mental health first aider for staff to reach out to if they are struggling, who can signpost them to further support offered by the business.
Other options the company could consider to help homeworkers are:
regularly checking in on them, at least once every hour at first, to ask how they are doing and if the company can help
setting up a group channel through the use of Microsoft Teams or WhatsApp so everyone can stay in touch in real-time
encouraging people to work within the hours they should; if it comes to the attention of management that people are working beyond their hours, it should be made clear that they’re not expected to
reward and reassure staff, making sure they know that they’re just as valued wherever they might be.
Tips for avoiding anxiety
Alongside specific steps that can be taken by the company, staff could also be advised of ways they can manage their own mental health during the crisis. Employee should be encouraged to avoid watching the news for prolonged periods of time and make sure they are getting periods of fresh air, provided they adhere to social distancing guidelines. They should also take steps to eat healthily and avoid snacking habits arising while working.
Regular contact should be kept with colleagues, friends and family during periods of isolation, and employees should feel they can come forward with issues if need be. For staff working at home, they should be told to set themselves clear work structures and not pick up tasks outside of this. Guidance should be given on ideal workspaces that do not breach health and safety requirements. If staff have caring commitments due to school closures, employers should, where possible, be flexible with their hours.
The ongoing coronavirus situation is difficult for everyone and it currently remains unclear how long it will last. To this end, employers should prepare for all issues that could potentially arise as a result. It should be remembered that mental illness is considered a disability under equality law and, if poorly managed, can lead to a number of problems for a company.