Providing targeted training (i.e. stress management and resilience training), an Employee Assistance Program, and psychological benefits and support can help to intervene earlier when an employee may be experiencing a mental health issue. If psychological distress and difficulty are not identified or addressed in a timely manner, they may well develop into more serious problems and functional impairment which will be much harder to resolve.
- Take action to reduce work-induced stress.
- Offer resilience training to employees and teams
- Put in place a policy that discourages sending work emails before and after regular work hours.
- Connect co-workers to other mental health supports in the workplace and community.
- Create a list of community resources that employees can access to seek assistance.
- Offer an annual “wellness fair” where an Employee Assistance Program provider, benefits provider, or external community resources can offer information on their services – for employees and managers.
- Take steps to put a mental health strategy or plan in place.
- Survey employees to understand their experiences and needs and see what types of activities / programs interest them the most, and create a base-line to track over time.
- Develop a mental health workplace plan.
- Take actions that will support people on leave or returning to work.
- Put a formal return-to-work process in place within your organization and communicate it to employees.
- Complete an individualized return-to-work plan for an employee returning to work from a mental health-related leave of absence.
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