Supporting the Mental Health at Work Commitment

Standard 1 involves:

• Devising, implementing and communicating a mental health at work plan
• Showing senior level ownership and accountability with a clear reporting governance structure
• Regularly monitor employee mental health and wellbeing
• Gather employee feedback and make improvements based on feedback

CIPD resources

• Mental health in the workplace 
  Explores mental health issues in the workplace focusing on supporting employees’ mental health.
  
  
• Stress in the workplace 
  Outlines how to identify the signs of stress, address stress at work, and distinguish between stress and pressure
  
  
• Workforce reporting 
  Explores defining, measuring and reporting human capital, and the value of external workforce reporting 
  
  
• People analytics
  Explores what people analytics is, different types of HR data, and the importance of people analytics strategy and process

Standard 2 involves:

• Ensuring employees have good physical workplace conditions
• Offering ways for employees to give feedback on how work design, culture and conditions contribute to poor mental health
• Reviewing the impact that activities like organisational design and redesign, job design, recruitment, working patterns, email, ‘always-on’ culture, and work-related policies have on employees
• Working to ensure employees have good work-life balance and ability to work flexibly and in an agile manner.
• Looking to encourage openness throughout employment (including during recruitment) so that appropriate support can be put in place.

CIPD resources

• Wellbeing at work
  Understand the links between work, health and well-being, and the role of stakeholders in adopting an organisational approach to employee well-being
  
  
• Job design 
  Explore the purpose and evolution job design, the role of effective job design in creating good work, and assessing job quality
  
  
• Flexible working practices
  Explore the benefits of flexible working, the types of arrangements commonly used and gives practical tips on implementing flexible working practices
  
  
• Health and safety at work 
  Outlines employers’ health and safety obligations in the UK

• Coronavirus (COVID-19): Flexible working during the pandemic and beyond 
  Plan your flexible working approach in the short and long term during the COVID-19 pandemic

• Getting the most from remote working 
  Top tips that will help you and your team get the most out of homeworking

• Recruitment: an introduction
  Collection of CIPD resources on flexible working: https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-workingThis factsheet looks at the main stages of the resourcing and recruitment process, from defining the role to making the appointment 
  
  
• Managing the challenge of workforce presenteeism in the COVID-19 crisis
  This article on considers the issue of presenteeism in the workplace and how it has changed since the beginning of the COVID-19 pandemic
  
  
• Looking after your remote teams
  Watch a video and download the slides from our webinar on supporting the health and well-being of your remote working teams (recorded in April 2020) 

Standard 3 involves:

• Increasing awareness and challenging stigma to change the way people think and act about mental health
• Supporting employees to champion mental health and positively role model good practice in the workplace
• Highlighting the support available to employees and encouraging open conversations about mental health

CIPD resources

• Mental health in the workplace 
  Explores mental health issues in the workplace focusing on supporting employees’ mental health
  
  
• Employee communication 
  Looks at building an effective internal communication strategy, from tailoring communications and engaging line managers to using social media and developing two-way dialogue

• Supporting mental health at work
  Information, practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees

• Coronavirus (COVID-19): Mental health support for employees
  Outlines considerations and provides advice on how mental health can be supported during the COVID-19 pandemic: 

• General guidance on managing and supporting employees who are experiencing domestic abuse, our advice on bereavement and resources on managing drug and alcohol misuse so that employees understand the support available to them. 

• Let’s talk mental health 
  Poster to help raise awareness of the ways in which colleagues can support each other’s mental health at work 
  
  
• Promoting and supporting good mental health 
  This podcast discusses experiences of mental health problems and the need for business foster good mental health in their organisation  

Standard 4 involves:

• Improving mental health literacy of all staff and offering ways for staff to learn how to manage their own mental health
• Making sure staff are able to have effective conversations about mental health and providing signposts to support
• Training line managers to they are able to spot and support mental health issues in the workplace
• Ensuring managers have support to manage mental health in all areas of their role, including during staff inductions, one-to-one meetings, team meetings and return-to-work meetings.

CIPD resources 

• Supporting mental health at work
  Guidance containing information, practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees  
  
  
• HR well-being: looking after yourself and your HR teams 
  Watch a video and download the slides from our webinar where experts advised on protecting the health and well-being of people professionals (recorded in May 2020)
  
  
• Managing the psychological impact of COVID-19
  Watch a video and download the slides from our webinar discussing how people professionals can best support staff dealing with anxiety and the psychological impact of COVID-19 (recorded in May 2020)

• Mental health in the workplace
  Explores mental health issues in the workplace focusing on supporting employees’ mental health 
  
  
• Line manager mental well-being training in banks
  An evaluation of a mental health training programme for line managers in the financial services in the UK 
  
  
• Absence management
  Refer to our resources on managing absence and support a return to work to ensure these processes protect mental health 
  
  
• Line manager support
  Make use of our line manager support materials to ensure line mangers are equipped to support the mental health and wellbeing of their teams

Standard 5 involves:

• Sharing resources and tools available to support mental health (including Mental Health at Work )
• Offering tailored in-house mental health support and signposting to clinical help (for example digital support, occupational health, employee assistance programmes, the NHS).
• Giving targeted support to tackle key causes of poor mental health, for example financial wellbeing.

CIPD resources 

• Employee financial well-being
  Resources to show how financial concerns can affect employee mental and physical health and the impact that this has on business performance 
  
  
• Occupational health 
  Outlines the kind of occupational health services an organisation might offer and the role of confidentiality and consent in discussing an employee’s health
  
  
• Mental health in the workplace 
  Explores mental health issues in the workplace focusing on supporting employees’ mental health
  
  
• Supporting mental health at work 
  Practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees
  
  
• Employee benefits: an introduction 
  Explores how to implement various employee benefits as part of a wider reward strategy
  
  
• Wellbeing at work
  Understand the links between work, health and well-being, and the role of stakeholders in adopting an organisational approach to employee wellbeing

Standard 6 involves:

• Identifying and tracking key measures to use in internal and external reporting
• Measuring activity carried out and its impact using external frameworks such as the Business in the Community Responsible Business Tracker and Mind’s Workplace Wellbeing Index.

CIPD resources

• Impact of COVID-19 on working lives
  Findings and analysis on the ongoing impact of the coronavirus pandemic on working lives 
  
  
• Health and well-being at work
  Annual survey exploring health, wellbeing and absence in UK workplaces 
  
  
• People data and scientific evidence 
  Collection of CIPD resources looking using data and research evidence to drive effective decision-making and performance
  
  
• Workforce reporting
  Understand defining, measuring and reporting human capital, and the value of external workforce reporting 
  
  
• People analytics
  Understand what people analytics is, different types of HR data, and the importance of people analytics strategy and process