12 tips for employers to consider when looking after their workers’ mental health and wellbeing.

When it comes to mental health and wellbeing in the workplace, employers have a lot to consider. Instead of being overwhelmed by where to start, organise a time to speak with a consultant in this space.

To help kick-start your journey, we’ve created a list of 12 simple points that every employer should consider when looking after their workers’ mental health and wellbeing.

  1. Make it a priority and embed this in your workplace values and culture: your staff mental and physical wellbeing underpins the success of your organisation and will only serve to improve staff productivity and retention.  
  2. Communicate that it is a priority – regularly and in a timely manner – to all staff irrespective of where they are currently working.
  3. Culture change starts from the top: business owners need to practice self-care to lead by example and help embed this in the culture.  
  4. Normalise talking about self-care including mental and physical health. Reduce or avoid any stigma related to COVID-19.  
  5. Facilitate and encourage staff to seek professional support for their mental and physical wellbeing.  Consider inviting in different professionals to speak about popular health subjects or risks that are pertinent to your industry or employee demographic.
  6. Meet your workplace obligations in this regard and manage the risks of your workplace accordingly.  Get professional advice and support.
  7. Promote the plethora of publically available resources for seeking mental health support, including:
  • A visit to their regular GP via Telehealth or Face to Face
  • Beyond Blue and other charities for online and telephone support
  • The Government-led “Head to Health” website
  1. Consider training key staff in Psychological First Aid
  2. Consider investing in evidence-based programs to reduce the impacts of stress – such as Mindfulness Programs
  3. Consider an employer-funded Employee Assistance Program (EAP) where staff can access confidential a limited number of free psychological support sessions.
  4. Consider the structure of your roster scheduling.  Are their more creative and flexible ways to work which are more conducive to better mental health?
  5. Have a zero-tolerance to aggression, bullying, discrimination or sexual harassment in the workplace.  

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