As the conversation around mental well-being picks up, organisations are recognising the need for a supportive work environment that prioritises mental health. This doesn’t just benefit employees, it’s also important for the overall health of the business. Employees who feel supported are more engaged, productive, and resilient, which in turn fosters a positive and thriving workplace. Anxiety, depression and stress are all common in the workplace, which needs to evolve to meet the needs of its employees. We explore the steps organisations can take to create a culture of support to boost workplace morale and productivity.

The statistics show just how urgent this issue is in Australia:

• According to the 2021 National Survey of Mental Health and Wellbeing conducted by the Australian Bureau of Statistics (ABS), around 20% of Australians aged 16-85 experience a mental health disorder in any given year.
• Beyond Blue states that poor mental health costs the Australian economy from $12.2 to 22.5 billion each year (according to the Australian Government Productivity Commission).
• Safe Work Australia’s 2023 report highlighted that mental health accounted for approximately 9% of all workers' compensation claims. The median compensation paid for mental health conditions was more than three times greater than that of all physical injuries and illnesses.

In the Australian workplace, a number of mental health issues are particularly common. Stress remains one of the leading mental health challenges in the workplace. The demands of tight deadlines, high expectations, and the pressure to perform can lead to ongoing stress, which can result in serious health problems, including cardiovascular disease and a weakened immune system.

Anxiety disorders are widespread among workers, with the ABS reporting that about 17% of Australians will experience an anxiety disorder in any year. In the workplace, this can be caused by excessive worry about work performance, social interactions, or fear of failure.

Depression is another common mental health issue that affects a large number of Australian workers. Beyond Blue estimates that one in seven Australians will experience depression at some point in their lives. In the workplace, depression can lead to a lack of motivation, feelings of hopelessness, and difficulty concentrating.

Burnout, characterised by emotional exhaustion, is also seen. The World Health Organisation (WHO) recognises burnout as an "occupational phenomenon", and it has become a concern in Australia’s high-stress industries, such as healthcare, education and finance.

In Australia, employers have a legal obligation to ensure the health and safety of their employees, which extends to mental health. Several laws and regulations govern these responsibilities, providing a framework for employers to create a safe and supportive workplace environment.

• Work Health and Safety (WHS) Act 2011: Under this act, employers are required to take reasonable steps to eliminate or minimise risks to both physical and mental health in the workplace.
• Fair Work Act 2009: Prohibits adverse action against employees on the grounds of mental health conditions.
• Disability Discrimination Act 1992: Mental health conditions are recognised as disabilities under the Disability Discrimination Act.
• Privacy Act 1988: Employers must ensure that any information related to an employee's mental health is collected, stored, and used in compliance with this act.

So, how exactly does this filter through to the workplace? Leadership plays an important role in establishing and maintaining a workplace culture that supports mental health. Leaders set the tone for the organisation and need to demonstrate a commitment to mental health through both their actions and the policies they implement.

Leaders who prioritise their own mental well-being show employees that it is acceptable – and even encouraged – to take care of their mental health. This can help to break down stigma and promote an environment where mental health is openly addressed.

Comprehensive mental health policies should outline the organisation’s commitment to mental health, provide clear guidelines for managing mental health issues, and share resources available to employees. This might include provisions for mental health leave, flexible work arrangements, and ways to address workplace stress or bullying.

A healthy work-life balance is key. Encouraging flexible work arrangements and supporting employees in managing their workloads can reduce stress and improve overall well-being.

• Flexible Work Arrangements: Offering flexible working hours, remote work options, or part-time roles can help employees manage their personal and professional lives. Flexibility allows them to work in a way that suits their needs, which can reduce stress and prevent burnout.
• Encouraging Breaks and Time Off: Employers should encourage employees to take regular breaks and use their leave entitlements. Promoting a culture where taking time off is seen as a positive and necessary part of maintaining mental health can help prevent burnout and increase overall job satisfaction.
• Workload Management: Employers should regularly review workloads and ensure employees aren’t overwhelmed by their tasks. This might involve adjusting deadlines, redistributing tasks, or providing additional support during busy periods.

Once policies are in place, the next step is to measure the success of these initiatives to understand their impact. Key Performance Indicators (KPIs) provide a quantifiable way to assess the effectiveness of these initiatives, allowing organisations to make data-driven decisions and see the value of their mental health programs. Some things to consider and assess include: employee satisfaction, reduced absenteeism, productivity, employee turnover rates and use of mental health resources.

The strategies outlined in this article – from leadership and policy development to promoting work-life balance – offer a comprehensive approach to building a mentally healthy workplace. Measuring the success of mental health initiatives through clear KPIs and maintaining a commitment continuous improvement, ensures that these efforts remain effective. As more Australian workplaces embrace this responsibility, the future looks brighter for both businesses and their most valuable asset – their people.