How to help employees beat mental health waiting lists
NHS waiting times for mental health support remain worryingly high, presenting a major challenge for both employers and employees.
While employers increasingly prioritise mental health and wellbeing within their benefits strategy, the issue remains a key wellbeing focus within many organisations.
There are close to two million people waiting for mental health care in England. But, according to NHS providers this is just part of the story, as it only includes those who have been referred.
Furthermore, data from the Department for Work and Pensions finds that thousands of people in the UK are being deemed incapable of work every month due to mental health problems.
The Health Foundation reports that young people have the poorest mental health of any age group in the UK, whereas two decades ago the reverse was true.
Now, one in three (34%) people aged 18-24 are reporting symptoms of ‘common mental disorders’ (e.g. anxiety and/or depression). This figure rises to 41% for young women.
With mounting concerns around mental health and greater demand for mental health services, it’s becoming even more vital for employers to step in.
But, how can they best support employees awaiting professional help, and how can they prevent the need for NHS intervention altogether?
Supporting mental health a work
If an employee is experiencing poor mental health or has already received a referral to the NHS and is on a waiting list, employers could see if there is any other bridging support available within the employee benefits services already offered.
For example, Employee Assistance Programmes can offer access to counselling or other support services.
Some private medical insurance and income protection policies provide access to professional mental health treatment, and financial support for employees if they need to be absent from work while waiting for NHS help.
Another option is for an employer to source and fund treatment. This approach could be more cost-effective than having an employee take time off if they are unable to work as they await professional treatment.
However, this needs to be thought through carefully and a policy developed around who could potentially receive funded treatment and what the criteria is for the business to fund this.
Prevention is better than cure
Prevention is better than cure, which means proactive prevention strategies are equally vital. This is particularly important at the early intervention stage, where actions could include mental health awareness training, stress management workshops and access to wellness resources.
Line manager training and the appointment of mental health champions can also help companies to identify and support individuals at the start of their mental health issues.
Communication also plays a pivotal role in ensuring employees know where to seek assistance and how to access available resources.
Employers should maintain clear and accessible channels of communication and regularly remind employees of the support options available.
By creating a supportive working culture and reducing the stigma surrounding mental health, businesses can encourage employees to seek help earlier, ultimately creating healthier and more resilient workplaces.
Creating resilience
Increasingly employers have a key role to play in supporting employees mental health, both at times of crisis and as part of a broader preventative strategy.
By establishing internal support systems, promoting early intervention, and developing a culture of mental health awareness, businesses can create healthier, more resilient workplaces where employees can thrive.
We recommend employers review their mental health provision to identify gaps and consider if any extra support or initiatives could be introduced. Part of this review is to understand the particular challenges their workforce faces to ensure targeted and customised support is available.
Employers also need to consider speed of access to services and how quickly an employee can get help when they need it.
Howden Employee Benefits and Wellbeing can help businesses create a successful and enduring employee wellbeing strategy that includes mental wellbeing. For more information click here.
In partnership with Howden Employee Benefits & Wellbeing
Howden provides insurance broking, risk management and claims consulting services, globally. We work with clients of all sizes to provide dedicated employee benefits & wellbeing consultancy.
