Short steps

Short Steps: information for employers

When someone develops a serious mental illness, their career is often the first thing to fall by the wayside. There is a perception that they are unable to do their jobs and, in many cases, they are never given the opportunity to return to work.  

But why?

Mental illnesses such as schizophrenia and bipolar disorder can be very successfully controlled with appropriate treatment – just like physical illnesses such as diabetes, multiple sclerosis or arthritis. However, the stigma around mental illness is such that people who have these conditions are rarely afforded the chance to return to employment and are rarely considered when applying for jobs.

A heavy burden

Sickness can be a huge, unpredictable cost for employers, not only in terms of sick pay, but also in the cost of recruiting, training and paying a temporary replacement. In some cases you may also have to cover the cost of severance pay and recruiting a permanent replacement. In addition to the financial cost, the loss of valued, knowledgeable employees is also difficult for employers to bear.

With mental illness the second largest category of occupational ill health (HSE, 1999), it’s vital that employers understand how to minimise their exposure to this financial threat.

A better way

Hafal recognises that mental illness can be a frightening thing to deal with as an employer. We have worked with people with serious mental illness and their employers for many years, and we can give you the tools to help you support your business and your employees in this situation.

The case studies in this pack prove that a positive approach to managing mental health can help you to save money, reduce sickness absence and increase productivity.

Hafal’s promise

Naturally, as a mental health charity, our ultimate aim is to help people with serious mental illness to recover, and we see employment as key to that recovery. However, this aim needn’t be incompatible with that of your company’s. We will:-

·         meet with your HR function to discuss your particular issues, the options open to you and help you to find solutions;

·         advise on best practice management of mental health in the workplace, including how to write a high-quality mental health policy;

·         provide training for staff on mental health awareness at discounted rates, through our nationally-accredited Learning Centre;

·         if you have an employee with a serious mental illness, we can provide support for them through our Recovery Programme, which recognises that employment can be a key factor in their own recovery.

Don’t forget:-

·         People with disabilities, including a serious mental illness, tend to be less likely to change jobs regularly; therefore they have enormous potential to become highly valued and knowledgeable. Few companies can afford to lose such talent.

·         By supporting the more vulnerable people in your workforce, you are sending out a strong message to the whole of your team: you are an employer who values their contribution and understands the fundamental benefits of a constructive and sympathetic approach. Few employees would want to give up such an employer!

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