Here are the top 10 practical questions that I get asked by people dealing with mental health conditions in the workplace.
Q1: What rights do I have if my mental health condition affects my work?
A1: Under the Equality Act 2010, if your mental health condition is considered a disability (affecting your ability to carry out normal day-to-day activities for 12 months or more), your employer is legally obliged to support you. This includes making reasonable adjustments to your work environment or duties and protecting you from discrimination.
Q2: How can I approach my employer about my mental health?
A2: It’s important to plan this conversation. You might choose a time when you and your manager have enough privacy and time to talk. Be honest about how your condition affects your work and suggest reasonable adjustments. Remember, you don’t need to disclose everything about your condition, just how it impacts your job.
Q3: What are reasonable adjustments?
A3: Reasonable adjustments are changes made to your workplace or role that help you to keep working. They can include flexible working hours, changes to your workspace to make it more comfortable, or providing additional support like software or equipment. What’s reasonable depends on your job and the size of your company.
Q4: Can I be dismissed for having a mental health condition?
A4: Dismissal because of a mental health condition, considered a disability under the Equality Act 2010, is unlawful. Employers must look into all possible reasonable adjustments and support options before considering dismissal. Dismissal related to performance or conduct must be handled fairly and in line with proper procedures, considering your health condition.
Q5: What if I need to take time off work?
A5: If you need time off because of your mental health, you’re entitled to sick leave like any other medical condition. If your absence is long-term, your employer may need to make reasonable adjustments when you return or may refer you to occupational health for support.
Q6: What is an Employee Assistance Programme (EAP), and how can it help?
A6: An EAP is a confidential support service provided by some employers. It offers free access to professional counselling, advice on legal or financial problems, and more. It’s designed to help employees deal with personal and professional issues that might impact their work performance or well-being.
Q7: Can my employer force me to go to occupational health?
A7: Your employer can refer you to occupational health to get an expert opinion on your fitness for work and what adjustments might help you. While you’re generally expected to cooperate with reasonable requests, you can’t be forced to attend. However, refusing could limit the support your employer can offer.
Q8: What if I face discrimination or harassment because of my mental health?
A8: Discrimination or harassment because of your mental health is against the law. If you’re experiencing this, report it to your employer following the company’s grievance procedure. If the situation isn’t resolved satisfactorily, you might consider seeking advice from your trade union, a solicitor, or the Advisory, Conciliation and Arbitration Service (ACAS).
Q9: How can I manage stress at work?
A9: There are many strategies including organizing your workload, taking regular breaks, practicing mindfulness or relaxation techniques, and setting clear boundaries between work and personal time. Speak to your manager if you’re feeling overwhelmed—they may be able to redistribute tasks or provide additional support.
Q10: Where else can I find support and advice?
A10: Beyond your employer, you can access support from the NHS, mental health charities like Mind or Rethink Mental Illness, and helplines such as Samaritans. For legal rights and advice, ACAS offers guidance and support on workplace issues, and Citizens Advice can help with a range of issues including legal and employment matters.
A fuller list is available in my resource directory.