For many people, work provides them with purpose. A place where they can find social connection and develop confidence. At the same time, work can be a source of pressure and emotional strain. We’re all aware of mental health, but do truly know how to identify it in a workplace setting? In this blog, we look at what mental health is, how poor mental health could present at work and what steps you can take to make a difference.
What is mental health and why is it important in the workplace?
Mental health is our emotional and psychological wellbeing. Just like physical health, it exists on a spectrum and can vary over time. A person may feel mentally well for long periods, then experience a dip following a difficult life event. In the workplace, mental health plays an important role in performance and safety
When people feel mentally well, they are more likely to communicate clearly and make sound decisions. When mental health deteriorates, these abilities can be affected. This does not mean someone suddenly becomes incapable of doing their job, but it does mean that tasks which once felt manageable can start to feel overwhelming.
Mental health also influences attendance and retention. Many long term sickness absences are due to mental health, either as the primary cause or alongside physical conditions. Creating workplaces where mental health is taken seriously is integral to the overall success of the organisation. So what are some of the mental health conditions that we need to address?
Anxiety
Anxiety is one of the most commonly reported mental health conditions among working age adults. It primarily presents as persistent feelings of worry, nervousness and fear, that can be difficult to control. In the workplace, anxiety may show itself as excessive concern about making mistakes, constant seeking of reassurance or avoidance of certain tasks or interactions. Some people become noticeably restless, finding it hard to sit still or focus. Others may appear withdrawn, keeping their head down and limiting conversation. Physical symptoms are also common and can include headaches, muscle tension, stomach problems or a racing heart. Anxiety often fluctuates, so colleagues may notice good days and bad days rather than a steady decline.
Depression
Depression is more than just feeling low. It is a persistent low mood, categorised by a reduced interest in activities and a loss of energy. In more severe cases there is also a risk of self-harm or suicide. At work, someone experiencing depression might struggle to get started with tasks, work more slowly than usual or find it difficult to concentrate. There may be changes in appearance or personal presentation, as well as increased sickness absence or lateness. Some individuals become quieter and less engaged, while others may appear irritable or frustrated. It is important to remember that depression does not always look like sadness, for many people, it presents as emotional numbness or exhaustion.
Burnout
People experiencing harmful levels of stress often experience emotional exhaustion. This usually happens when they feel under constant pressure and are unable to switch off. Burnout can develop in response to an excessive workload, lack of control, unclear expectations or ongoing conflict. Someone experiencing burnout may describe feeling empty, drained or cynical about their role. They could be turning up to work as usual, but with a noticeable drop in enthusiasm or engagement. Burnout often develops gradually, which means changes can be subtle and easily missed. Some of the early signs are making frequent mistakes, forgetfulness and being noticeably more tired than normal. Sleep problems become more common, which can further affect their mood and concentration. Over time, chronic stress can contribute to both mental and physical health problems.
Post-traumatic stress disorder
Post-traumatic stress disorder, often referred to as PTSD, develops after someone experiences or witnesses a traumatic event. This might be linked to work, such as exposure to violence or a serious accident, or it may stem from experiences outside of employment. Although the original event may be in the past, the psychological impact can continue long afterwards. In the workplace, PTSD may present as difficulty concentrating, heightened startle responses or strong reactions to certain sights, sounds or situations that remind the individual of the trauma. Some people become emotionally numb or detached, while others may appear constantly on edge. There may also be sleep disturbance, which can affect energy levels and performance.
Bipolar disorder
People who have bipolar disorder experience changes in their mood. They may have period of low mood, similar to depression, as well as periods of an elevated mood, sometimes referred to as mania or hypomania. Some also experience episodes of psychosis where they see or hear things that are not there and some have delusions or lose contact with reality. During low mood phases, an individual may appear withdrawn, fatigued and less motivated. Whereas during elevated phases, they could seem unusually energetic, confident and take on more work than is realistic. In periods of psychosis, the person might refer to things that colleagues cannot see or hear, or could exhibit disorganised thinking. With appropriate treatment and adjustments, many people with bipolar disorder manage their work successfully.
Personality disorders
Personality disorders are categorised by long standing patterns of thinking and behaviour that can make everyday functioning and relationships more challenging. These patterns typically develop over time and can vary widely from person to person. In a workplace setting, it may become apparent in how someone relates to colleagues, responds to feedback or manages emotions. Some individuals might struggle with trust, experience intense reactions to perceived criticism or find it hard to regulate their mood. It’s important to approach these situations with care and avoid assumptions. Clear communication, consistent boundaries and access to professional support help create a more stable and supportive working environment.
How can employers support workers who have mental health problems?
Support starts with culture. When mental health is spoken about openly and respectfully, it becomes easier for people to ask for help. Leaders and managers set the tone, whether intentionally or not. Simple actions, such as checking in regularly and showing genuine interest in how people are coping make a big difference. It’s not necessary for managers to have all the answers. Their role is to support, not to diagnose. But one of the measures managers can take, is to make practical adjustments. Temporary changes to workload, flexible working arrangements and clearer priorities could help someone stay in employment.
Managers can also look at external options, such as working with an occupational health provider. These organisation provide professional guidance, assess fitness for work and recommend appropriate adjustments. They also provide employees with access to psychotherapists for counselling and therapies. Another option is mental health first aid courses, that teach managers about how to recognise the early signs of poor mental health and respond to cases in an appropriate manner.
What can workers do if they are suffering from poor mental health?
Many people worry about being seen as weak or incapable, yet mental health difficulties are common and treatable. Speaking to someone you trust at work can open the door to support. This might be a line manager, HR representative or occupational health professional. Outside of work, GPs and mental health services offer assessment and treatment options, which may include talking therapies, medication or a combination of approaches.
Looking after the basics also plays a role. Regular sleep, balanced meals, movement and breaks during the working day all support mental resilience. Setting boundaries, particularly in roles where remote or hybrid working blurs the line between home and work, can promote resilience. Noticing changes in your own thoughts, feelings or behaviour can be difficult, but regularly checking in with friends and family gives you a safety net in times of need.
In conclusion
Poor mental health in the workplace tends to show itself through small changes that taken alone might not seem significant. When these changes are noticed early and met with understanding, employees have the best possible chance of protecting their mental wellbeing. At MOHS, we believe that identifying poor mental health is not about labelling people. It is about paying attention, starting conversations and creating environments where people feel able to be honest about how they are coping. When this happens, everyone benefits.