Duration: One day (four hours if delivered online)
According to a recent report produced by leading professional services firm, Deloitte, poor mental health costs UK employers £51 billion each year.
The report also found that employers were increasingly putting mental health and well-being at the heart of their business and providing effective support for their workers.
Moreover, Deloitte’s return on investment analysis of employer’s mental health interventions showed that, on average, for every pound spent on supporting their people’s mental health, employers get c. £4.70 back on this investment through increased employee productivity.
Who is this training course suitable for?
It’s vital for employees at all levels within your business to develop their broader understanding of mental health and wellbeing in the workplace and the behaviours that help foster and maintain a more supportive working environment. The course can also be tailored specifically for people managers and more senior leadership audiences.
Training delivery medium
This course is available face-to-face, either in person or online, ensuring flexible delivery to suit your team’s needs.
Training objectives
By the end of the course, participants will be able to:
Training certification and recognition
Upon completion, your company will receive certification, and individual participants will be awarded certificates confirming their attendance and active participation. This training aligns with best practice guidelines from the Chartered Institute of Personnel and Development (CIPD) and Mind, ensuring compliance with recognised standards for workplace wellbeing.
Frequently asked questions
Find answers to common questions about mental health in the workplace, aimed and supporting a healthier, more resilient workforce.
Employers in the UK are legally required to ensure the well-being of their employees, including mental health, under the Health and Safety at Work Act 1974. This involves creating a safe working environment, providing support for mental health issues, and taking steps to reduce work-related stress. Employers should foster an open, supportive culture, conduct risk assessments for mental health, and offer resources like Employee Assistance Programs (EAPs) or access to mental health support.
Employers can identify mental health issues by observing changes in an employee’s behaviour, such as absenteeism, reduced productivity, or unusual emotional reactions. Support can include regular check-ins, encouraging open dialogue, offering flexible work arrangements, and providing mental health training for managers to recognise and respond appropriately. Encouraging employees to use available resources and fostering a stigma-free environment also helps employees feel safe to disclose how they’re feeling and seek help.
Employers should consider a mental health policy that outlines support structures, confidentiality, and reporting procedures. Offering mental health training for staff, promoting work-life balance, and fostering a supportive, inclusive work culture are also vital. Additional practices, such as “mental health days,” regular stress management workshops, and access to counseling services, show a proactive approach to mental well-being and help reduce the stigma associated with mental health issues in the workplace.