Tools for organisations and practitioners

<p>A variety of toolkits and guidance documents have been developed to help employees with managing common mental health problems. These resources have been developed to help practitioners take an organisational approach to supporting employees with common mental health problems in the workplace. &nbsp;Stress is also classified as a common mental health problem, however this is a separate Hub topic so we have not provided tools specific to stress here, for more information on Stress please click <a href="http://affinityhealthhub.co.uk/explore-evidence-and-tools/stress" target="_blank">here</a>.&nbsp;Mental health discrimination is also a separate Hub topic so we have not provided tools specific to discrimination here, for more information on Mental Health Discrimination please click&nbsp;<a href="http://affinityhealthhub.co.uk/explore-evidence-and-tools/mental-health-discrimination" target="_blank">here</a>.</p>
Author: The National Institute for Health and Care Excellence

NICE Guidance – Mental wellbeing at work

This guidance is aimed at anyone who indirectly or directly is responsible for promoting mental wellbeing at work. The guidance covers why work is important to mental wellbeing and why mental wellbeing is important to the productivity and performance of an organisation.  The guidance also supports national strategies and guidance as well as legal requirements. 5 recommendations are discussed – for each recommendation the guidance shows who should benefit, who should take action and details the actions that it is necessary to take.  The 5 recommendations are: strategic and coordinated approach to promoting employees' mental wellbeing, assessing opportunities for promoting employees' mental wellbeing and managing risks, flexible working, the role of line managers and supporting micro, small and medium-sized businesses.

Author: City Mental Health Alliance

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

Author: Health and Safety Executive

Talking Toolkit

The law requires all employers to assess the risk of work-related stress and put steps in place to address those risks. Line managers play a key role in the organisation's response to addressing those risks and should be provided with tools and training to help equip them in this role. This new toolkit is designed to help line managers have initial conversations with employees. The toolkit has six templates for six different conversations. The six themes are the HSE Management Standards which are six areas of work design associated with work-related stress if not managed properly. These are: demands, control, support, relationships, role and change. This toolkit should be used a part of a wider strategy to address and prevent work-related stress. More tools to help implement the Management Standards approach are available on the HSE website.

Author: Mental Health First Aid England

Implementing Mental Health First Aiders. Guide for employers (2019)

This guide has been developed for employers who have already trained Mental Health First Aiders or are considering it. Guidance is provided in 6 key areas: lay the groundwork for the whole organisation, evaluate the support you have in place, create a clear policy and role document, recruit your Mental Health First Aiders, support and develop your Mental Health First Aiders and promote your Mental Health First Aiders. A list of helpful resources is also provided at the end of the guide.

Author: Business in the Community and Public Health England

Mental Health toolkit for employer (2016)

Mental Health toolkit for employer (2016)

This is a toolkit that has been developed for organisations to help them support the mental health and wellbeing of their employees. The guidance provides general information on mental health before detailing practical actions organisations can take to improve mental health wellbeing as well as providing useful resources.

Author: Business in the Community and Public Health England

Mental Health toolkit for employer (2016)

This is a toolkit that has been developed for organisations to help them support the mental health and wellbeing of their employees. The guidance provides general information on mental health before detailing practical actions organisations can take to improve mental health wellbeing as well as providing useful resources.

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Author: Mind

Introduction to mentally healthy workplaces

Introduction to mentally healthy workplaces

This guide describes mental health and discusses a three-pronged strategy for creating a mentally healthy workplace. A case study is described and a checklist for those in HR or the senior management team as well as line managers is provided.

Author: Mind

Introduction to mentally healthy workplaces

This guide describes mental health and discusses a three-pronged strategy for creating a mentally healthy workplace. A case study is described and a checklist for those in HR or the senior management team as well as line managers is provided.

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Author: Department of Health

Advice for employers on workplace adjustments for mental health conditions (2012)

Advice for employers on workplace adjustments for mental health conditions (2012)

This document provides guidance for employers on workplace adjustments for employees with mental health conditions. Practical actions that organisations can take are suggested as well as providing further resources.

Author: Department of Health

Advice for employers on workplace adjustments for mental health conditions (2012)

This document provides guidance for employers on workplace adjustments for employees with mental health conditions. Practical actions that organisations can take are suggested as well as providing further resources.

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Author: Mind

How to support staff who are experiencing a mental health problem

How to support staff who are experiencing a mental health problem

This guidance includes practical actions that organisations can take to support employees with mental health problems. The guide covers creating a supportive culture, how to have conversations with employees about their mental health, supporting employees experiencing mental health problems and managing an employee's sick leave and their return to work.

Author: Mind

How to support staff who are experiencing a mental health problem

This guidance includes practical actions that organisations can take to support employees with mental health problems. The guide covers creating a supportive culture, how to have conversations with employees about their mental health, supporting employees experiencing mental health problems and managing an employee's sick leave and their return to work.

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Author: Acas

Promoting positive mental health at work

Promoting positive mental health at work

Acas provides employees and employers with a range of services including advice, information and training aimed at preventing and reducing problems in the workplace.

 

This tool is aimed at employers and line managers.  It explains why mental health at work is important, frequent causes of mental ill health, the impact of mental health within the workplace and signs of mental ill health.  In addition, the tool offers practical advice on the management of mental health. 

Author: Acas

Promoting positive mental health at work

Acas provides employees and employers with a range of services including advice, information and training aimed at preventing and reducing problems in the workplace.

 

This tool is aimed at employers and line managers.  It explains why mental health at work is important, frequent causes of mental ill health, the impact of mental health within the workplace and signs of mental ill health.  In addition, the tool offers practical advice on the management of mental health. 

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Author: TUC & Gofal

How are you? Mental health at work: A young worker's guide (2015)

How are you? Mental health at work: A young worker's guide (2015)

The TUC wrote this guide due to the high number of young workers who have experienced mental ill health. This guidance discusses how to help individuals with mental health issues as well as practical actions that trade union reps and employers can take to help create a healthy work environment. The guide was written by the TUC and Gofal, which is a Welsh mental health and wellbeing charity.

Author: TUC & Gofal

How are you? Mental health at work: A young worker's guide (2015)

The TUC wrote this guide due to the high number of young workers who have experienced mental ill health. This guidance discusses how to help individuals with mental health issues as well as practical actions that trade union reps and employers can take to help create a healthy work environment. The guide was written by the TUC and Gofal, which is a Welsh mental health and wellbeing charity.

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Author: Target the impact of depression in the workplace

European Business Charter to Target The Impact of Depression in the Workplace (2014)

European Business Charter to Target The Impact of Depression in the Workplace (2014)

This document provides a definition of depression along with costs and consequences of depression in the workplace.  The document then describes 6 principles - The Business Charter - to be used within the workplace when developing policies, programmes and practices to target depression in the workplace. Pilot projects relating to each principle are then proposed.  The charter was endorsed by employers who are the advisory group of the Leadership Forum, Barclays, BT Group plc, H. Lundbeck A/S, Luxottica, Nature Publishing Group, Ogilvy & Mather, Royal Mail Group Ltd and Unilever.

Author: Target the impact of depression in the workplace

European Business Charter to Target The Impact of Depression in the Workplace (2014)

This document provides a definition of depression along with costs and consequences of depression in the workplace.  The document then describes 6 principles - The Business Charter - to be used within the workplace when developing policies, programmes and practices to target depression in the workplace. Pilot projects relating to each principle are then proposed.  The charter was endorsed by employers who are the advisory group of the Leadership Forum, Barclays, BT Group plc, H. Lundbeck A/S, Luxottica, Nature Publishing Group, Ogilvy & Mather, Royal Mail Group Ltd and Unilever.

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Author: Mind

Workplace Wellbeing Index. Our benchmark of best policy and practice in workplace mental health

Workplace Wellbeing Index. Our benchmark of best policy and practice in workplace mental health

Mind's 2016-2021 strategy is 'Building on change', one of the elements of this is helping employers to be aware of what they need to do to create mentally healthy workplaces.  Consequently they have created the Workplace Wellbeing Index. It is a benchmark of best policy and practice. Participating in the index will enable organisations to understand what areas they're doing well in and where they need to improve with regards to their mental health approach. Participation will enable organisations to establish where they benchmark in relation to other organisations in the Index, it will also enable organisations to learn best practice.

 

Please note, The Workplace Wellbeing Index is not free to participate in.

Author: Mind

Workplace Wellbeing Index. Our benchmark of best policy and practice in workplace mental health

Mind's 2016-2021 strategy is 'Building on change', one of the elements of this is helping employers to be aware of what they need to do to create mentally healthy workplaces.  Consequently they have created the Workplace Wellbeing Index. It is a benchmark of best policy and practice. Participating in the index will enable organisations to understand what areas they're doing well in and where they need to improve with regards to their mental health approach. Participation will enable organisations to establish where they benchmark in relation to other organisations in the Index, it will also enable organisations to learn best practice.

 

Please note, The Workplace Wellbeing Index is not free to participate in.

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Author: The National Institute for Health and Care Excellence

NICE Guidance – Mental wellbeing at work

NICE Guidance – Mental wellbeing at work

This guidance is aimed at anyone who indirectly or directly is responsible for promoting mental wellbeing at work. The guidance covers why work is important to mental wellbeing and why mental wellbeing is important to the productivity and performance of an organisation.  The guidance also supports national strategies and guidance as well as legal requirements. 5 recommendations are discussed – for each recommendation the guidance shows who should benefit, who should take action and details the actions that it is necessary to take.  The 5 recommendations are: strategic and coordinated approach to promoting employees' mental wellbeing, assessing opportunities for promoting employees' mental wellbeing and managing risks, flexible working, the role of line managers and supporting micro, small and medium-sized businesses.

Author: The National Institute for Health and Care Excellence

NICE Guidance – Mental wellbeing at work

This guidance is aimed at anyone who indirectly or directly is responsible for promoting mental wellbeing at work. The guidance covers why work is important to mental wellbeing and why mental wellbeing is important to the productivity and performance of an organisation.  The guidance also supports national strategies and guidance as well as legal requirements. 5 recommendations are discussed – for each recommendation the guidance shows who should benefit, who should take action and details the actions that it is necessary to take.  The 5 recommendations are: strategic and coordinated approach to promoting employees' mental wellbeing, assessing opportunities for promoting employees' mental wellbeing and managing risks, flexible working, the role of line managers and supporting micro, small and medium-sized businesses.

x
Author: City Mental Health Alliance

Guide to Thriving at Work

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

Author: City Mental Health Alliance

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

x
Author: Health and Safety Executive

Talking Toolkit

Talking Toolkit

The law requires all employers to assess the risk of work-related stress and put steps in place to address those risks. Line managers play a key role in the organisation's response to addressing those risks and should be provided with tools and training to help equip them in this role. This new toolkit is designed to help line managers have initial conversations with employees. The toolkit has six templates for six different conversations. The six themes are the HSE Management Standards which are six areas of work design associated with work-related stress if not managed properly. These are: demands, control, support, relationships, role and change. This toolkit should be used a part of a wider strategy to address and prevent work-related stress. More tools to help implement the Management Standards approach are available on the HSE website.

Author: Health and Safety Executive

Talking Toolkit

The law requires all employers to assess the risk of work-related stress and put steps in place to address those risks. Line managers play a key role in the organisation's response to addressing those risks and should be provided with tools and training to help equip them in this role. This new toolkit is designed to help line managers have initial conversations with employees. The toolkit has six templates for six different conversations. The six themes are the HSE Management Standards which are six areas of work design associated with work-related stress if not managed properly. These are: demands, control, support, relationships, role and change. This toolkit should be used a part of a wider strategy to address and prevent work-related stress. More tools to help implement the Management Standards approach are available on the HSE website.

x
Author: Mental Health First Aid England

Implementing Mental Health First Aiders. Guide for employers (2019)

Implementing Mental Health First Aiders. Guide for employers (2019)

This guide has been developed for employers who have already trained Mental Health First Aiders or are considering it. Guidance is provided in 6 key areas: lay the groundwork for the whole organisation, evaluate the support you have in place, create a clear policy and role document, recruit your Mental Health First Aiders, support and develop your Mental Health First Aiders and promote your Mental Health First Aiders. A list of helpful resources is also provided at the end of the guide.

Author: Mental Health First Aid England

Implementing Mental Health First Aiders. Guide for employers (2019)

This guide has been developed for employers who have already trained Mental Health First Aiders or are considering it. Guidance is provided in 6 key areas: lay the groundwork for the whole organisation, evaluate the support you have in place, create a clear policy and role document, recruit your Mental Health First Aiders, support and develop your Mental Health First Aiders and promote your Mental Health First Aiders. A list of helpful resources is also provided at the end of the guide.

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