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This training session is available as either a group training session or one-on-one coaching.

Mental health can be affected by many factors, including the ones at work. Most common risks involve interactions between work type, organizational and managerial environments, employee skills and abilities, as well as the support employees receive to do their jobs.

Individuals with mental illnesses have the right to receive support from their employers when they return to work or continue to work. Employers should ensure that employees with mental disabilities feel at ease asking for help, and that they have access to the resources they require.

For Mental Health in the Workplace, there are employer-based training programs. The ultimate goal of the program is to improve employer health. It is focused on strategies that lower chronic disease risk for employees and improve worker productivity and interaction in the workplace.

Training in Mental Health at Work Outline

Chapter 1: Introduction and background

• · Research aims and design
• · Research objectives
• · Research design
• · Context and review of literature
• · Mental health, the continuum of mental health and the complexity of managing mental health at work
• · The persistence of stigma, labour market disadvantage and reluctance to disclose mental health conditions
• · Mental health and workplace effectiveness
• · Current initiatives to promote positive mental health
• · Report structure

Chapter 2: Mental health at work: organisational challenges

• · Setting the scene
• · Organisational change
• · Downsizing and workplace intensification
• · Line management
• · Natural managers, trainable managers and bad managers
• · Performance management systems and mental health
• · Creation of the anxious workplace

Chapter 3: Mental health at work: organisational responses

• · Leadership and the mobilisation of change
• · Tackling stigma through awareness raising
• · Early detection
• · Employee empowerment
• · Using ‘alternative therapies’
• · Line management training
• · Providing ongoing sources of help and advice
• · Help and advice used by employers
• · Help and advice provided for line managers
• · Help and advice for employees
• · Employer outreach activity

Chapter 4: Supporting employees with mental health issues: 

• The experiences of line managers and employees
• ·Supporting the disclosure of mental health conditions
• ·Enablers of a return to work following mental health-related absence
• ·The importance of reasonable adjustments in the promotion of positive mental health

Chapter 5: Learning points and recommendations for the promotion of positive mental health at work

• · Supporting the role of line managers through training
• · Management and supervisee expectations/ Performance management cultures
• · Promoting strong organisational leadership
• · Key players in the workplace
• · Advice and guidance
• · New thinking and collaborations
• · Tackling stigma through employer outreach activity
• · Staff empowerment