Does poor mental health cost employees their job?

Lydia Fleming
October 28, 2017

The review however focuses on a number of mental health standards that can be adopted across all workplaces at little or no cost and urges employers of all sizes to commit to these six core standards around mental health.

The independent report was commissioned by Mrs May in January and is the work of Paul Farmer, chief executive of Mind, the mental health charity, and Lord Stevenson of Coddenham.

The review found that people with long-term mental health issues are leaving their jobs at twice the rate of individuals without such problems and that the cost to employers is an estimated £42bn per year.

According to the analysis, this drains £99 billion from the economy.

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Encourage open conversations about mental health and the support available when employees are struggling. It says the government should also ensure that the NHS provides high quality mental health services, quick and convenient to fit around employment, and consider enhancing protections for employees with mental health conditions in the Equality Act 2010.

The problem of gaining access to specialist help is contributed to and compounded by the fact that those who work with children and young people (in schools, GP practices and A&E, for example) do not always have the skills or capacity to identify or support the mental health needs of children and young people. Some employers do not see mental issues at the workplace as a priority hence many employees may be suffering in silence, that is why this year's theme is very suitable.

'It is only by making this an everyday concern for everyone that we change the way we see mental illness so that striving to improve your mental health, whether at work or at home, is seen as just as positive as improving our physical wellbeing'.

CQC has found that, whilst most specialist services provide good quality care, too many young people find it hard to access services and so, do not receive the care that they need when they need it. However, an employer should deal with matters formally when the absence levels present an unacceptable level of disruption to the business.

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Whether the person has a disability and, if so, whether there are any reasonable adjustments that should be made.

Many organisations are involved in planning, funding, commissioning, providing and overseeing support and care for young people with mental health problems.

The administrative costs that might be incurred by keeping the employee on the books.

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