Identify and reduce risks to mental health at work
Suggested Actions
Identify psychological hazards, who may be exposed, existing controls and further action needed, then record ownership and review dates.
Examine the design of work and recurring stressors with employees, focusing first on changes that remove or reduce the source of pressure.
Turn identified risks into specific changes with an owner and timescale, and check with affected employees whether the changes have helped.
Provide practical guidance on recognising stress, responding early, using support and raising work-related causes with the appropriate person.
Use conversations, observation and available workforce information to identify aspects of work that repeatedly create pressure or distress.
Consider the frequency, duration and likely impact of each risk and whether particular jobs, shifts or groups are more exposed.
Prioritise changes to the work itself, record what will be done and revisit the issue to check whether the risk has reduced.
Resources & Downloads
A handy week planner for men who have been made redundant. Although created with men in mind, it is worth noting that the advice within is relevant to people of all genders
This resource has been put together by the Suicide Bereavement Service team and the Leeds Mindful Employer Network.
This Suicide Prevention Toolkit, helps senior leaders, line managers, HR and occupational health professionals identify staff members who may have suicidal feelings and gives practical advice on how to deal with a crisis situation.
Suicide prevention should be an integral part of a positive and proactive approach to mental health at work. But no mental health policy can ever eliminate the risk of suicide.
Suicidal thoughts are far more common than many people think, but there can be extensive stigma in talking about suicide.
Designed for wellbeing professionals through a seven-stage research process, the Professional Framework for Workplace Wellbeing defines what credible, effective and ethical practice looks like — across disciplines and across career stages.
There are 2 main pieces of health and safety law which cover work-related stress; the Health and Safety at Work Act 1974 and Safety at Work Regulations 1999
Construction can be a rewarding and varied industry to work in. But it’s also one where pressures can be high, and people can be more likely than average to experience work-related stress and other mental health issues.
The Toolkit
Engaging with your employees to increase their awareness of mental health in the workplace is a priority.
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TaskHave a clear plan for mental health across your workplace
Ensure employers establish an inclusive, actionable mental health strategy.
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TaskEstablish fair and inclusive policies and procedures
This action ensures workplace policies are legally compliant, inclusive, and fair.
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TaskDemonstrate your commitment to mental health at work
This action embeds mental health into an organisation’s core identity and leadership agenda.
Help your employees to understand their role in positive mental wellbeing. Help build confidence in your team and reduce stigma.
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TaskProtect people from harm at work
This action proactively safeguards employees by mitigating workplace hazards and misconduct.
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TaskCreate a safe and supportive environment that protects mental health.
This action fosters an open, respectful, and confidential workplace culture.
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TaskSupport flexible ways of working
This action empowers businesses to accommodate the diverse life stages and unexpected needs of their workforce by offering adaptable hours, locations, and transition plans.
Implement a solid approach to prevent bullying & discrimination and use sustainable methods to support employees.
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TaskSupport physical activity for good mental health
This action champions the vital link between movement and mental wellbeing by integrating physical activity directly into the working day.
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TaskSupport self-care for good mental health
This action empowers employees to actively manage their wellbeing by embedding and normalising self-care practices within the working day.
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TaskProvide a variety of mental health support options
This action ensures that employees have immediate access to a diverse ecosystem of mental health resources tailored to their individual preferences and needs.
Get Involved
The Leeds Mindful Employer Network brings local employers together to champion positive mental health at work. The Network is unique to Leeds, putting the city at the forefront of workplace mental health and wellbeing.
Becoming a Mindful Employer opens your business and staff up to a bunch of benefits. From quarterly peer support events to learn and newsletters and bulletins to keep you informed to local training, tools and resources.