The Importance of Mental Health Policies in the Workplace

In this constantly changing, dynamic world, organizations are concerned with being ahead of the competition and do not care much about the mental welfare of their employees. Workers face reduced productivity along with higher absenteeism because employers neglect their mental health, which leads to severe workplace injuries or accidents among employees.

The annual statistics from the World Health Organization (WHO) show mental disorders affected 15% of the working-age adult population in 2019, which has notably risen throughout the years. Mental health risks at work stem from psychosocial elements that negatively impact employee mental health and well-being.

Organizations must create effective workplace mental health policies to support employee mental well-being and establish a culture of health at work.

Today at our elite HRTech Cube, we shall discover the labor laws and regulations regarding mental health at the workplace and how HR can craft mental health policies effectively.

Table of Contents
1. Key Mental Health Laws and Regulations in the Workplace
1.1. Americans with Disabilities Act (ADA)
1.2. Mental Health Parity and Addiction Equity Act (MHPAE)
1.3. Equal Employment Opportunity Commission (EEOE)
2. Developing Mental Health Policies in the Workplace
2.1. Mental Health Leave and Policies
2.2. Stress Management Programs
2.3. Workload Management
Winding Up

1. Key Mental Health Laws and Regulations in the Workplace

Workplace mental health policies are a critical deployment that can have the ability to enact measures that protect against workplace mental injury and aid in employee recovery.

That said, before crafting any policies or strategies within the workplace, HR professionals will need to become well-versed in the wide array of laws and regulations. These government-issued laws and regulations will outline definite rules and directions on how an organization or business handles employee mental health.

Let us have a quick look at the regulations and legislations that HR practitioners and decision-makers must adhere to prior to creating any employee mental health-related workplace policies or strategies.

1.1. Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) was passed in 1990 and has continued to profoundly shape day-to-day work culture. Within this act are two primary regulations, which have numerous components to help employees and decision-makers create a functional and welcoming working environment. The first regulation has to do with anti-discrimination. The second regulation focuses on what is referred to as reasonable accommodations.

1.2. Mental Health Parity and Addiction Equity Act (MHPAE)

After reviewing selected legislation and regulations, HR managers can implement these core suggestions to develop mental health policies at work.

1.3. Equal Employment Opportunity Commission (EEOE)

Employers must include the Equal Employment Opportunity Commission regulations in workplace policies since this commission prohibits workplace discrimination against staff members based on various areas, including mental health disorders. Workers who encounter discrimination due to their mental health status can file complaints with the EEOC under legal rights.

2. Developing Mental Health Policies in the Workplace

Next, we will review essential guidelines HR managers can use to design mental health policies following our overview of relevant legislation and regulations.

2.1. Mental Health Leave and Policies

One of the foundational aspects of mental health policies in the workplace is the standardization of leaves for employees’ mental health, and having them as a component of the leave policies.

Most companies in the world have begun adopting this by de-stigmatizing worker mental health problems and addressing them in the same manner as any other bodily health conditions. This has enabled workers to manage their mental wellbeing and rejuvenate themselves to be more productive in the long term.

2.2. Stress Management Programs

The mental health of workers is disproportionately affected by jobs that prove more stressful than others. Employment experts, together with medical physicians, need to perform stress evaluations across different positions when creating robust mental health guidelines for the workplace.

With this analysis, the tasks that create more stress than others ought to have adequate stress management programs. The HR professionals may organize such stress relief programs through launching stress reduction workshops, mindfulness exercises, and relaxation activities that will aid the employees in dealing with their stress and anxiety amidst heavy workloads.

2.3. Workload Management

Developing comprehensive mental health policies in the workplace can also regulate the amount of workload an employee takes on every day. HR professionals and decision-makers should analyze each employee’s tolerance levels and redistribute tasks among the team rather than pressuring a single employee to complete the task on a predetermined deadline.

The initiative of proper workload management can help avoid the tendency toward early burnout and mental stress, and also help in maintaining a healthy workplace.

Winding Up

Workplace mental and physical protection responsibilities now burden employers because reports show escalating workforce stress, anxiety, and depression levels. Workplace mental health policies described above benefit HR experts and decision-makers through the development of a mental health-supportive work culture, which includes flexible hours and job restructuring, and positive work connections.