Guide

Anxiety at Work: A Guide for Employers

1. Creating a Supportive Work Environment

In today’s business world, the mental health and well-being of employees have become paramount. A supportive work environment not only enhances productivity but also fosters a culture of trust, respect, and open communication. For employers in the UK, understanding how to cultivate such an environment is essential for the success and sustainability of their organisations. This section delves into the role of workplace culture in mental health, strategies for building an inclusive and supportive work environment, and the implementation of mental health policies and programs.

The Role of Workplace Culture in Mental Health

Workplace culture significantly influences employees' mental health and their ability to perform to their full potential. A culture that prioritises mental health reduces stigma, encourages open dialogue, and recognises the importance of work-life balance. Such a culture is characterised by:

  • Respect and Dignity for All Employees: Every member of the organisation, regardless of their position, should feel valued and respected.
  • Open and Honest Communication: Encourage sharing of ideas, concerns, and experiences related to work and mental health.
  • Recognition of Individual Needs: Understanding that each employee has unique needs and circumstances is crucial in fostering an inclusive environment.

Strategies for Building an Inclusive and Supportive Work Environment

Building an inclusive and supportive work environment is an ongoing process that requires commitment from all levels of the organisation. Here are some strategies employers can adopt:

  • Promote Mental Health Awareness: Regular training sessions and workshops can help in raising awareness about mental health issues, reducing stigma, and encouraging supportive behaviours among employees.
  • Implement Flexible Working Arrangements: Flexibility in work schedules and the option for remote work can significantly reduce stress and anxiety for employees facing mental health challenges or those who require adjustments to manage their condition effectively.
  • Create Safe Spaces for Discussion: Establish forums or support groups where employees can discuss mental health issues without fear of judgement. This could be in the form of regular meetings, an online platform, or having mental health champions within the organisation.
  • Develop a Comprehensive Mental Health Policy: A clear policy that outlines the organisation's approach to mental health, including support services, procedures for seeking help, and information on confidentiality, can provide a strong foundation for a supportive workplace.

Implementing Mental Health Policies and Programs

To effectively support employees with anxiety and other mental health conditions, it is crucial to have formal policies and programs in place. These guidelines not only provide a framework for action but also demonstrate the organisation’s commitment to mental health. Consider the following steps:

  • Assessment and Planning: Begin by assessing the current state of mental health support within your organisation. Identify gaps, areas for improvement, and the needs of your employees. This assessment can guide the development of your mental health policies and programs.
  • Involvement of Employees: Engage employees in the planning process to ensure that the policies and programs developed are relevant and effective. Their input can provide valuable insights into the challenges they face and the types of support they find most beneficial.
  • Comprehensive Mental Health Policy: Develop a mental health policy that covers all aspects of mental health support, from prevention and early intervention to support for those returning to work after a period of mental health-related absence. The policy should also outline the roles and responsibilities of all employees in supporting mental health in the workplace.
  • Training and Education: Provide training for managers and employees on recognising the signs of anxiety and other mental health issues, how to approach and support a colleague experiencing mental health problems, and the resources available within and outside the organisation.
  • Support Services: Establish support services, such as employee assistance programs (EAPs), counselling services, and mental health first aiders. Ensure that information about these services is readily available and that accessing them is straightforward and confidential.
  • Regular Review and Feedback: Regularly review the effectiveness of your mental health policies and programs, and be open to feedback from employees. This iterative process ensures that your approach remains relevant and responsive to the needs of your workforce.

Section Summary

Creating a supportive work environment is not only about implementing specific strategies or policies; it’s about fostering a culture where every employee feels valued, understood, and supported. The benefits of such an environment extend beyond the well-being of individuals to the overall health of the organisation, leading to increased engagement, productivity, and retention.

By prioritising mental health and creating a supportive work environment, employers can build resilient, high-performing teams that are equipped to navigate the challenges of the modern workplace.

2. Recognising Signs of Anxiety in Employees

In a busy work environment, anxiety can often go unnoticed, yet its impact on productivity, employee satisfaction, and overall workplace harmony can be profound. As an employer or manager, understanding and recognising the signs of anxiety in your employees is the first step towards creating a supportive environment that fosters wellbeing and success. This chapter explores the common symptoms and behaviours associated with workplace anxiety, the impact on performance and wellbeing, and the importance of encouraging an open dialogue about mental health.

Understanding Anxiety

Anxiety, in its many forms, is more than just feeling stressed or worried. While stress is a response to a specific threat and usually passes once the situation is resolved, anxiety is more pervasive, often lingering without any obvious cause. It can affect individuals physically, mentally, and emotionally, leading to a significant downturn in their ability to perform at work.

Recognising the Symptoms

Recognising anxiety in employees can be challenging, as it manifests in various ways and can be easily masked. However, some common signs include:

  • Persistent Worry or Irritability: Constant worry about work or personal life that seems disproportionate to the actual situation.
  • Changes in Performance: A noticeable decline in productivity, quality of work, or an increase in mistakes.
  • Avoidance Behaviour: Avoiding certain tasks, meetings, or social interactions at work.
  • Physical Symptoms: Frequent complaints of headaches, muscle tension, or unexplained fatigue.
  • Changes in Attendance: Increased lateness, absenteeism, or taking more sick days than usual.
  • Difficulty Concentrating: Appearing easily distracted or having trouble focusing on tasks at hand.
  • Altered Communication: Changes in how they communicate, which might include less participation in meetings or reluctance to engage in usual workplace banter.
  • Mood Swings: Observable shifts in mood, from apparent anxiousness to sudden calmness or vice versa.

The Impact of Anxiety on Performance and Wellbeing

The effects of anxiety on an employee's performance and overall wellbeing can be far-reaching. An anxious employee may struggle with decision-making, time management, and maintaining relationships with colleagues. Their ability to concentrate and remember important information can be impaired, leading to decreased productivity and an increase in errors. Moreover, the stress of coping with anxiety often spills over into their personal life, affecting their health, relationships, and general quality of life.

Encouraging Open Dialogue About Mental Health

Creating an environment where employees feel safe to discuss their mental health without fear of judgement or repercussion is crucial. Here are some strategies to encourage open dialogue:

  • Lead by Example: Share your own experiences with stress or anxiety, if comfortable doing so, to show that it's okay to talk about mental health.
  • Educate Your Team: Provide information and resources on mental health to demystify the subject and reduce stigma.
  • Implement an Open-Door Policy: Let your team know that they can come to you with their concerns, whether they're personal or professional.
  • Regular Check-Ins: Make mental health a part of regular one-to-one meetings with employees. Ask open-ended questions that encourage discussion.
  • Promote Available Support: Regularly remind employees of the support available to them, such as counselling services through Employee Assistance Programmes (EAPs) or mental health first aiders within the organisation.

Recognising the signs of anxiety in employees is a pivotal role that employers and managers must play to ensure a healthy, productive, and supportive workplace environment. By understanding the manifestations of anxiety, its impact on the individual and the workplace, and fostering an atmosphere of open dialogue, you can help mitigate these effects. Remember, addressing mental health in the workplace is not just about reducing absenteeism or increasing productivity; it's about creating a culture of care and support where all employees can thrive.

In taking these steps, you not only aid those who may be struggling but also set a precedent for a compassionate and understanding workplace culture. This approach not only benefits individuals dealing with anxiety but also enhances the overall wellbeing and cohesion of your team, contributing to a more positive and productive work environment.

Section Summary

As we move forward, remember that the journey towards better mental health in the workplace is a continuous one. It requires ongoing effort, understanding, and adaptation to the changing needs of your workforce. By remaining committed to recognising and supporting employees with anxiety, you pave the way for a healthier, more inclusive, and resilient workplace.

3. Facilitating Accommodations and Support Systems

In the modern workplace, acknowledging and addressing mental health is not just a compassionate approach but also a legal and ethical obligation for employers. This chapter looks at some ways that employers can facilitate accommodations and support systems for employees dealing with anxiety, ensuring a healthy and productive work environment.

Understanding Legal Obligations

In the UK, employers are legally required to support employees with disabilities, which includes mental health conditions such as anxiety, under the Equality Act 2010. This legislation mandates employers to make reasonable adjustments to avoid disadvantaged employees suffering from a disability. Recognising anxiety as a condition that may require special considerations is the first step towards compliance and fostering a supportive work atmosphere.

Identifying the Need for Accommodations

Accommodations are adjustments or modifications made to the work environment or job duties to enable employees with disabilities to perform their job effectively. Identifying the need for such accommodations requires a proactive approach:

  • Open Dialogue: Encourage an environment where employees feel safe discussing their mental health without fear of stigma or repercussions.
  • Professional Guidance: Seek advice from occupational health professionals or mental health specialists when necessary.
  • Confidentiality: Assure employees that their disclosures will be treated with utmost confidentiality and sensitivity.

Types of Accommodations for Employees with Anxiety

The type of accommodations necessary can vary greatly depending on the individual's needs and the nature of their job. Here are some examples:

  • Flexible Working Hours: Allowing flexible start and end times or the option for compressed hours can help employees manage their anxiety and balance their work-life commitments.
  • Remote Work Options: Where possible, offer the option to work from home. This can reduce stress for employees who experience anxiety in office environments or around commuting.
  • Workspace Modifications: Changes to the physical workspace, such as providing a quiet space or ergonomic furniture, can help reduce triggers of anxiety.
  • Adjusted Break Schedules: Allowing more frequent short breaks can help employees with anxiety manage stress and recharge during the day.
  • Support with Time Management: Offering tools or support for managing workload and deadlines can alleviate stress and prevent feelings of overwhelm.

Setting Up Employee Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) are work-based intervention programs designed to identify and assist employees in resolving personal problems that may adversely affect their work performance, health, and well-being. Implementing an EAP can offer confidential counselling services, support for mental health issues, and resources for employees struggling with anxiety. EAPs serve as a critical component of the support system, providing immediate, professional assistance for employees in need.

Training for Managers and Supervisors

Training managers and supervisors to recognise signs of anxiety and respond appropriately is crucial. This training should cover:

  • Understanding anxiety and its impact on work.
  • Recognising early signs of anxiety in team members.
  • Approaching sensitive conversations with empathy and respect.
  • Knowing when and how to suggest professional help.
  • Implementing reasonable accommodations and adjustments.

Promoting a Supportive Culture

Creating a culture that promotes mental health awareness and support involves:

  • Awareness Campaigns: Regularly scheduled events, workshops, and seminars can educate employees about mental health, reducing stigma and fostering a culture of support.
  • Peer Support Networks: Establishing peer support networks or mental health champions within the organisation can provide employees with informal support and guidance.
  • Recognition and Reward: Acknowledging the efforts of employees in managing their anxiety and contributing to the workplace can boost morale and encourage others to seek support if needed.

Monitoring and Review

Implementing accommodations and support systems is an ongoing process that requires regular review and adjustments. Regularly soliciting feedback from employees about the effectiveness of accommodations and the overall support system can help identify areas for improvement. Monitoring the wellbeing of employees can also provide insights into the overall mental health climate within the organisation, and the effectiveness of implemented strategies.

Section Summary

Facilitating accommodations and support systems for employees with anxiety is a multifaceted process that involves understanding legal obligations, recognising individual needs, and implementing practical solutions. By adopting a proactive and compassionate approach, employers can create an inclusive work environment where all employees, including those dealing with anxiety, feel supported and valued. This not only complies with legal requirements but also enhances productivity, employee satisfaction, and overall organisational health.

Employers must remember that addressing workplace anxiety is not a one-size-fits-all approach. Each employee's experience with anxiety is unique, and as such, the support provided should be tailored to individual needs. With the right accommodations and a robust support system in place, employees with anxiety can thrive in their roles, contributing fully to their team and the wider organisation.

4. Training and Resources for Managers and Team Leaders

In a work environment, it's essential for managers and team leaders to be well-equipped with the knowledge and skills to support their team members, including those experiencing anxiety. This section focuses on providing the necessary training and resources for managers and team leaders, enabling them to create a nurturing and supportive workplace for all employees.

Understanding Anxiety in the Workplace

Before getting into specific strategies and resources, it's crucial for management to understand what anxiety is and how it can manifest in the workplace. Anxiety can affect employees' concentration, decision-making, and overall performance. Recognising the signs of anxiety, such as increased absenteeism, decreased productivity, and changes in behaviour or mood, is the first step in providing support.

The Importance of Managerial Training

Training for managers and team leaders is pivotal in fostering a supportive work environment. Training programmes should cover:

  • Mental Health Awareness: Enhancing understanding of common mental health issues, including anxiety, and debunking myths.
  • Recognising the Signs: Teaching managers how to identify signs of anxiety and stress in their teams.
  • Communication Skills: Developing empathetic communication strategies to discuss mental health concerns without stigma.
  • Intervention Strategies: Providing guidance on how to offer support and when to refer employees to professional help.

Such training not only equips managers with the skills to support their team but also contributes to destigmatising mental health issues in the workplace.

Resources for Managers and Team Leaders

A variety of resources can be made available to managers and team leaders to support their teams effectively:

  • Guidelines and Toolkits: Written resources, such as handbooks or online toolkits, can provide quick reference material on managing workplace anxiety.
  • Workshops and Seminars: Regularly scheduled events can keep managers updated on best practices and offer opportunities for sharing experiences.
  • Online Courses: E-learning platforms can offer flexible training options on mental health awareness and management skills.
  • Professional Consultations: Access to occupational health professionals or psychologists for advice on specific cases can be invaluable.

These resources should be readily accessible and promoted within the organisation to ensure managers feel supported in their role as mental health allies.

Creating a Support Network Within the Organisation

Beyond individual training and resources, establishing a network of support among managers and team leaders can enhance the overall mental health strategy. This network can serve as a forum for sharing experiences, strategies, and advice on supporting team members with anxiety. It also reinforces the message that no manager is alone in facing these challenges.

Implementing Supportive Policies and Practices

Effective support for employees with anxiety goes beyond individual actions; it requires the implementation of supportive policies and practices across the organisation. Managers play a crucial role in executing these policies, which may include:

  • Flexible Working Arrangements: Allowing for varied work hours or remote work can alleviate anxiety for some employees.
  • Reasonable Adjustments: Making changes to the work environment or job duties to accommodate employees with anxiety.
  • Wellbeing Programmes: Initiating or promoting programmes that focus on stress management, mindfulness, or fitness can benefit overall mental health.

Managers should be familiar with these policies and proactive in discussing them with their teams, ensuring that employees are aware of the support available to them.

Encouraging Open Dialogue

One of the most significant steps a manager can take is to foster an environment where open dialogue about mental health is encouraged. This involves:

  • Leading by Example: Managers should openly discuss mental health topics, demonstrating that it is a safe subject.
  • Regular Check-ins: Implementing regular one-to-one meetings with team members to discuss their wellbeing and any support they may need.
  • Creating Safe Spaces: Ensuring that employees have a confidential and safe space to discuss their mental health concerns.

Open dialogue helps to break down the stigma associated with mental health issues, making it easier for employees to seek the support they need.

Monitoring and Reviewing

Finally, it's important for managers to monitor the effectiveness of the support provided and review strategies regularly. This can involve:

  • Feedback Mechanisms: Encouraging feedback from employees on the support they receive and any suggestions for improvement.
  • Review Meetings: Holding regular meetings with HR and senior management to discuss mental health strategies and their impact.
  • Continuous Learning: Staying informed about the latest research and strategies in workplace mental health support.

By continuously reviewing and adapting their approach, managers can ensure that their strategies remain effective and responsive to the needs of their team members.

Section Summary

The role of managers and team leaders in supporting employees with anxiety cannot be overstated. By providing them with the appropriate training and resources, organisations can take a significant step towards creating a more supportive, understanding, and productive workplace. This section has outlined key areas of focus for training, suggested resources, and strategies for implementing a supportive environment for all employees. The ultimate goal is to foster a culture where mental health is prioritised, and every employee feels valued and supported.

5. Fostering Resilience and Wellness in the Workplace

Employers play a pivotal role in shaping a workplace that not only recognises but actively supports mental health and well-being. This section provides practical strategies and insights into creating a resilient and wellness-oriented workplace, with a focus on managing anxiety amongst employees.

Understanding Resilience and Wellness

Resilience refers to the ability of an individual to bounce back from stress, challenges, and adversity. It's about coping with difficulties and learning from them to move forward stronger than before. Wellness, on the other hand, encompasses the overall physical and mental health and well-being of individuals. Together, resilience and wellness form the bedrock of a productive, positive work environment where employees feel valued and supported.

Building a Culture of Resilience

Creating a resilient workplace culture begins with leadership. Leaders must exemplify resilience, showing empathy, flexibility, and a commitment to personal and professional growth. Here are some strategies:

  • Promote Open Communication: Encourage employees to express their thoughts and feelings. This can be facilitated through regular one-to-one check-ins, team meetings, and anonymous feedback mechanisms.
  • Provide Training and Development: Offer opportunities for employees to learn new skills and advance their careers. This not only boosts morale but also equips them with the tools they need to handle challenges effectively.
  • Recognise and Reward Resilience: Acknowledge employees who demonstrate resilience in the face of challenges. This could be through awards, public recognition, or simple gestures of appreciation.
  • Implement Flexibility: Flexible working arrangements, such as remote working options and flexible hours, can significantly reduce stress and contribute to a healthier work-life balance.

Enhancing Workplace Wellness

A comprehensive approach to wellness can significantly impact employees' mental health, including their levels of anxiety. Here are key areas to focus on:

  • Mental Health Awareness: Raise awareness about mental health issues, including anxiety, by providing educational resources and hosting workshops. This helps destigmatize mental health challenges and encourages a more supportive workplace culture.
  • Physical Health Initiatives: Physical health significantly impacts mental well-being. Encourage physical activity through sponsored gym memberships, organised sport activities, or simply promoting the use of stairs over lifts.
  • Nutritional Support: Provide healthy eating options in the workplace, whether it's through healthy snack options, catering, or informational resources on nutritious eating.
  • Mindfulness and Stress-Reduction Programs: Introduce programs that focus on mindfulness, meditation, or yoga. These practices can help employees manage stress, improve focus, and reduce anxiety.
  • Regular Check-Ins: Implement a system of regular check-ins for emotional and mental health. This could be part of performance reviews or separate wellness meetings designed to understand and address any concerns employees may have.

Strategies for Individual Stress Management

Empowering employees with strategies for managing their own stress is vital. Here are some methods that can be promoted within the workplace:

  • Time Management Skills: Workshops on effective time management can help employees reduce stress by organising their workload more efficiently.
  • Setting Boundaries: Encourage employees to set healthy boundaries to maintain work-life balance. This includes learning to say no when overwhelmed and not overcommitting to tasks.
  • Developing Coping Mechanisms: Teach coping mechanisms through workshops or counselling sessions. This could include techniques for dealing with anxiety, such as deep breathing exercises or positive thinking.

Organisational Practices for Wellness

To truly embed wellness into the fabric of your organisation, consider these practices:

  • Wellness Policies: Develop clear policies that support mental health and well-being, such as leave policies for mental health days and support for seeking professional help.
  • Support Networks: Establish support networks or peer support groups within the company. This provides a safe space for employees to share experiences and support each other.
  • Mental Health First Aid: Train selected staff in Mental Health First Aid, equipping them with the skills to offer initial support to colleagues experiencing a mental health issue or crisis.

Implementing Regular Mental Health Check-Ins and Awareness Campaigns

Regular check-ins and awareness campaigns play a crucial role in maintaining an ongoing focus on mental health:

  • Regular Mental Health Surveys: Conduct anonymous surveys to gauge the mental health climate of your workplace. Use this data to tailor your wellness initiatives.
  • Awareness Campaigns: Regularly run internal campaigns to keep mental health front and centre. This could coincide with national mental health awareness days or be part of regular internal communications.

Section Summary

Fostering resilience and wellness in the workplace is not a one-time initiative but a continuous effort. By implementing these strategies, employers can create an environment where employees feel supported in their mental health and well-being. This, in turn, leads to a more productive, engaged, and happy workforce, benefiting the entire organisation

6. Navigating Challenges and Conflict

In the dynamic environment of the workplace, challenges and conflicts are inevitable. When these involve employees who are dealing with anxiety, the need for sensitive and effective management becomes paramount. This section guides employers through handling disclosures of mental health issues, managing performance concerns linked to anxiety, and applying conflict resolution techniques that support all parties involved.

Handling Disclosure of Mental Health Issues

When an employee discloses a mental health issue, such as anxiety, it's crucial to respond appropriately. The initial response can significantly impact the employee's wellbeing and their perception of the workplace support system.

  • Listen Actively and Empathetically: Create a private and comfortable environment for the conversation. Listen without judgement, showing empathy and understanding. Acknowledge their courage in sharing this information with you.
  • Assure Confidentiality: Reassure the employee that their disclosure will be treated with the utmost confidentiality and will only be shared with others on a need-to-know basis, with their consent.
  • Discuss Support and Adjustments: Explore what support the employee feels would help them. This might include flexible working hours, changes to their workspace, or referral to your employee assistance programme (EAP).
  • Document and Follow Up: With the employee's agreement, document the key points of the conversation and any mutually agreed action points. Schedule follow-up meetings to assess how the adjustments are working and make any necessary changes.

Managing Performance Issues Related to Anxiety

Performance issues in employees with anxiety can be particularly challenging to address. It's essential to approach these situations with a balance of understanding and the need to maintain workplace standards.

  • Identify the Issue Clearly: Ensure that you have a clear understanding of the performance issue. Is it related to punctuality, task completion, or interpersonal relations? Understanding the specific issue will help in finding an appropriate solution.
  • Consider the Impact of Anxiety: Reflect on how the employee's anxiety might be contributing to the performance issue. This doesn't mean lowering standards but adapting expectations to be realistic and supportive.
  • Meet with the Employee: Arrange a meeting to discuss your concerns in a non-confrontational manner. Focus on the specific performance issues, not the person. Highlight their strengths and the value they bring to the team.
  • Explore Solutions Together: Work with the employee to identify potential solutions or adjustments. This could involve revisiting the support or accommodations previously discussed or identifying new strategies that might help.
  • Set Clear, Achievable Goals: Agree on clear, measurable goals for improvement, with regular check-ins to monitor progress. This helps the employee understand what is expected and allows for adjustments as needed.

Conflict Resolution and Supportive Mediation Techniques

Conflicts can arise for various reasons, including misunderstandings, communication breakdowns, or differences in work styles. When anxiety is a factor, resolving these conflicts sensitively is essential.

  • Early Intervention: Address conflicts early before they escalate. This often involves mediating between the parties involved to understand each perspective.
  • Promote Open Communication: Encourage an environment where employees feel safe to express concerns or frustrations. Open communication can prevent many conflicts from arising.
  • Use Mediation Techniques: Mediation can be an effective way to resolve conflicts. This involves a neutral third party helping the disputants to find a mutually acceptable resolution. Consider using trained mediators, especially when conflicts are complex or personal.
  • Focus on Interests, Not Positions: Encourage the parties to move beyond their initial positions to explore the underlying interests or needs. This approach can lead to more creative and satisfactory solutions.
  • Develop a Shared Agreement: Aim for an agreement that acknowledges the needs and interests of all parties. Ensure that any agreement is clear, achievable, and has the commitment of everyone involved.
  • Provide Training on Conflict Resolution: Equip managers and employees with the skills to manage and resolve conflicts effectively. This can include training on communication skills, empathy, and negotiation.

Supporting Mental Health in Conflict Situations

  • Recognise the Stress of Conflict: Understand that conflict can be particularly stressful for someone with anxiety. Be mindful of this in how you approach resolution processes.
  • Maintain Privacy and Dignity: Ensure that any conflict resolution process respects the privacy and dignity of all involved. This is particularly important when mental health issues are part of the discussion.
  • Offer Support: Ensure that employees involved in conflicts have access to support, whether through EAPs, counselling services, or mental health first aiders within the organisation.

Section Summary

Navigating challenges and conflict in the workplace requires sensitivity, understanding, and a commitment to fairness and support. By approaching these situations with empathy and a focus on solutions, employers can foster a workplace culture that is not only productive but also supportive of mental health and wellbeing. Employers should strive to create an environment where all employees feel valued and supported, regardless of the challenges they may face.

7. Directory of Professional Mental Health Services

In the commitment to supporting employees with anxiety and other mental health conditions, it's beneficial for employers to be aware of the professional services available. 

This section provides a list of professional mental health services in the UK, offering various forms of support, from counselling and therapy to crisis intervention. Employers can guide their staff towards these resources as part of a broader strategy to foster a supportive work environment.

National Health Service (NHS)

The NHS provides extensive mental health support, including counselling, therapy, and medication. Information and services can be accessed through the NHS Choices website, offering a starting point for seeking help.

  • Website: NHS Choices Mental Health
  • Contact: Dial 111 for non-emergency queries or find specific services through the website.

Mind

A leading mental health charity in England and Wales, Mind offers advice, support, and information to people experiencing a mental health problem. Their services include talking therapies, crisis helplines and drop-in centres.

  • Website: Mind
  • Infoline: 0300 123 3393
  • Email: info@mind.org.uk

Anxiety UK

Anxiety UK is a charity dedicated to supporting those living with anxiety, phobias, panic attacks, and other anxiety-related disorders. They provide support through a range of services, including therapy services and a helpline.

  • Website: Anxiety UK
  • Helpline: 03444 775 774
  • Email: support@anxietyuk.org.uk

Samaritans

Available 24 hours a day, Samaritans offer a confidential listening service for anyone in emotional distress. This service is designed for immediate support, especially in crisis situations.

  • Website: Samaritans
  • Helpline: 116 123 (free call)
  • Email: jo@samaritans.org

Rethink Mental Illness

This charity provides expert, accredited advice and information to everyone affected by mental health problems. They run services and support groups across England that can help people deal with the impacts of mental health issues.

The Royal College of Psychiatrists

The Royal College of Psychiatrists offers a range of resources for mental health issues, including informative leaflets on different mental health conditions. While it does not offer direct support services, its resources can be valuable for understanding mental health better.

Employee Assistance Programmes (EAPs)

Many organisations offer EAPs, which are employee benefit programs aimed at helping employees deal with personal problems that might adversely impact their work performance, health, and well-being. Services typically include short-term counselling, referrals, and follow-up services for employees.

  • Providers: Contact your HR department to establish whether your company has an EAP in place and how to access these services.

Section Summary

Employers hold a pivotal role in shaping the workplace environment to be more understanding and supportive of mental health issues. By providing resources, education, and a culture that values mental well-being, organisations can significantly impact their employees' health and productivity. This directory serves as a starting point for employers to guide their staff towards the professional support they may need and underlines the importance of workplace initiatives in promoting mental health awareness and support.

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