Managing these absences well can help to foster a supportive workplace culture that retains talent and boosts productivity.
According to WorkNest, qualified HR and employment specialists and provider of small business HR support for Bupa SME customers, mental health issues can be one of the causes of long-term sickness absence in UK workplaces. When not properly addressed, these absences can lead to:
· Reduced productivity and engagement, and
· Increased workload for remaining staff.
Recognising early warning signs and implementing proactive strategies can help mitigate these impacts.
Creating a supportive workplace culture
1. Encourage open conversations
Fostering an open culture where employees feel safe to discuss their mental health is important. HR teams can train managers to recognise distress signs and handle sensitive conversations with empathy. Regular check-ins and an open-door policy can help to normalise employee wellbeing discussions.
2. Implement clear mental health policies
Companies can ensure they have a well-structured mental health policy if they outline:
· How employees can report absences confidentially
· Available support resources (such as Employee Assistance Programmes), and
· Procedures for managing absence and returning to work.
Well-documented policies can help businesses remain legally compliant while demonstrating a commitment to employee welfare.
Managing mental health related absences effectively
When an employee is absent due to mental health reasons, it’s important to handle the situation with care and a structured approach. It is important for HR professionals and business owners to:
1. Gather information sensitively
Arrange a private meeting to understand the employee’s situation, ensuring they feel supported.
2. Seek medical advice where appropriate
With consent, consider an Occupational Health referral to gain expert guidance on any workplace adjustments required.
3. Implement reasonable adjustments
Under the Equality Act 2010, mental health conditions may qualify as disabilities, meaning businesses should consider reasonable accommodations. Adjustments could include flexible working hours, workload modifications, alternative roles, or additional support.
4. Develop a return-to-work plan
A structured, phased return can ease employees back into work, reducing the risk of relapse. WorkNest highlights that clear communication and ongoing check-ins during this process are key to successful reintegration.
5. Ensure confidentiality
Employee medical information must remain confidential.
Effectively managing mental-health-related absences requires a proactive approach that balances legal compliance with genuine employee support. However, many small businesses may lack the in-house expertise to navigate complex HR and employment law challenges.
Through Bupa’s small business health insurance, businesses can access HR and legal support from WorkNest, providing them with expert guidance on handling mental health absences, implementing workplace adjustments, and staying compliant with employment law.
For more information on the health and wellbeing support available with small business health insurance with Bupa, visit small business healthcare.
