Workplace mental health injuries in the workplace are on the rise.
According to SafeWork Australia, mental health injuries accounted for around 9% of all serious injury claims in 2021-22 - a 43% increase since 2011-12 and the largest growth among all other injury categories.
While initiatives like R U OK? Day are helping to raise awareness, many workers still hesitate to seek help for their mental health, fearing stigma, judgement, or potential repercussions.
Addressing these issues head-on requires proactive strategies to prevent minor concerns from developing into more serious issues, both for individuals and organisations.
The Role of Early Intervention
Early intervention plays a critical role in destigmatising mental health in the workplace by addressing concerns before they escalate into more serious issues.
When mental health challenges are identified and supported early on, it prevents crises, reduces the need for extended leave and helps employees manage their conditions more effectively.
This not only reduces absenteeism but also improves recovery outcomes, as individuals who receive help sooner often experience quicker and more sustainable improvements in their well-being.
Moreover, promoting early intervention fosters a supportive environment where employees feel valued and encouraged to prioritise their mental health without fear of stigma.
In doing so, employers create a culture that both reduces the impact of mental health issues and normalises seeking help.
The Benefits of Open Communication
Open communication helps destigmatise mental health in the workplace by creating a culture of trust, understanding and support. Here’s how:
When leaders and employees openly discuss mental health, it breaks the silence and stigma surrounding these issues, making it feel more like a normal part of workplace well-being.
Open communication makes employees feel safer and more comfortable to share their struggles without fear of judgment, which increases the likelihood of them seeking help or using mental health resources.
Transparent communication signals that the company genuinely cares about employee well-being, fostering trust between employees and management.
When employees feel they can speak openly about mental health challenges, issues are more likely to be addressed early, preventing them from escalating into crises.
What we know: Key Insights on Destigmatising Mental Health
Destigmatising mental health in the workplace is important for several reasons, as it can directly impact both individuals and organisations in positive ways.
Stigma can prevent employees from seeking help. Normalising mental health leads to better access to support and improved well-being.
Ignoring mental health struggles can reduce productivity. A supportive environment can help maintain or improve performance.
Mental health issues can drive workplace absenteeism and presenteeism. Encouraging open discussions and support can help reduce absenteeism by helping to foster a more engaged workforce.
Employees are more likely to stay with an organisation that prioritises mental health and fosters a supportive culture.
A stigma-free environment can foster trust and openness, which can lead to a more inclusive and positive workplace for everyone.
When mental health issues are not stigmatised, employees are more likely to seek help earlier, which can help prevent escalation and potentially lead to improved outcomes.
Mental health stigma often stems from misunderstandings and stereotypes. Open dialogue in the workplace can educate employees, reduce misconceptions, and promote inclusion.
A supportive, stress-free environment allows employees to express themselves and think creatively without fear of judgment.
Organisations that prioritise mental health and well-being can be more attractive to prospective employees.
Actions employers can take:
There are many actions that employers can take to help destigmatise mental health in the workplace. Here are five key actions:
1. Identify and reduce psychosocial risks
Organisational psychosocial risks such as excessive workload or job demands, reduced job control, bullying and harassment, exposure to workplace violence and aggression, poor support and poor reward and recognition in the workplace can cause or contribute to mental ill-health. Undertake a psychosocial risk assessment and actively reduce and prevent psychosocial risks to support a healthy and thriving work environment.
2. Raise awareness and education Provide regular training, workshops and communications to educate employees and leaders about mental health, breaking down stereotypes and promoting understanding, as well as how to support those reporting mental ill-health.
3. Offer mental health support services Engage and promote mental health resources and the benefits of proactive self-care. Implement Employee Assistance Programs (EAPs) and provide access to counselling services.
4. Create an open and supportive culture
Encouraging open conversations about mental health is key to fostering a supportive workplace.
Leaders who discuss mental health openly and share their own experiences can set a powerful example for their teams.
5. Implement a mental health policy
A formal mental health policy is a vital step in demonstrating your organisation’s commitment to prioritising mental wellbeing.
By establishing a clear, supportive framework, organisations can foster a culture where mental health is valued, and employees feel empowered to seek the help they need.
Final takeaway - it’s a win-win:
The final takeaway is that fostering open communication and destigmatising mental health in the workplace leads to a healthier, more productive, and inclusive environment.
By encouraging dialogue, offering support, and normalising mental health, employers can help improve wellbeing, increase engagement, and build a stronger, more resilient workforce.
It’s a win-win for both employees and the organisation.
How Lockton can help
Lockton is committed to helping workplaces thrive by offering tailored solutions that address both mental health and overall wellbeing, including:
1. Work Health and Safety (WHS) services
Lockton’s Work Health and Safety services offer a range of solutions to address mental health issues in the workplace, including comprehensive psychosocial risk management assessments and strategies to mitigate the risks.
For more information about our WHS services, contact Kristy Nicholson.
2. People Advisory Services
Lockton’s People Advisory services encompass a range of solutions, including total cost of absence reviews that help organisations identify the financial impact of employee absences.
By delivering actionable strategies to reduce these costs through targeted wellbeing initiatives, we can help improve both health and productivity outcomes.
For more information about our People Advisory services, contact Morag Fitzsimons.
3. Mental Health Training Courses
Lockton provides the following certified mental health training courses designed to empower managers and employees in recognising and responding to colleagues facing mental health challenges.
Best Practice Injury Management: Physical Non-Work Related Mental Health (opens a new window)
Best Practice Injury Management Mental Health (opens a new window)
For more information about our mental health training courses, contact Natasha Henson.
The contents of this publication are provided for general information only. Lockton arranges the insurance and is not the insurer. While the content contributors have taken reasonable care in compiling the information presented, we do not warrant that the information is correct. It is not intended to be interpreted as advice on which you should rely and may not necessarily be suitable for you. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content in this publication.