IOSH Calls for Action on Workplace Mental Health Ahead of World Mental Health Day

IOSH stresses that businesses should provide a platform for employees to express their concerns about mental health and translate that feedback into actionable changes in the workplace. This approach can help identify psychosocial hazards and assess the impact of factors like workload, workplace relationships, job autonomy, and organizational shifts on employees' mental well-being.

According to the latest annual workplace health and safety statistics from the Health and Safety Executive (HSE), around 964,000 workers reported experiencing stress, depression, or anxiety due to work during the 2024/2025 period. Mental health conditions remain the leading cause of work-related ill health, with a total of approximately 1.9 million workers affected that year, resulting in 40.1 million lost working days due to illness and injuries.

IOSH's research conducted during Mental Health Awareness Week found that nearly two in five professionals frequently face mental health challenges related to their jobs. Additionally, 29% of respondents indicated they sometimes encounter such issues.

Kelly Nicoll, immediate past-president of IOSH, highlighted the need to ensure psychological safety in workplaces. She stated that simply encouraging employees to speak about their mental health is inadequate; the focus should be on how organizations respond to their concerns. Nicoll emphasized the growing challenge of work-related stress, anxiety, and depression, underscoring the need for employers to actively identify and manage harmful work aspects while fostering an environment conducive to seeking help.

Nicoll also reflected on her own experiences with burnout and mental health struggles, noting the difficulty in seeking support when she was often seen as a source of help for others.

IOSH recommends five key actions for employers:

1. Establish confidential and accessible channels for workers to voice their concerns.

2. Focus inquiries on work-related factors rather than personal medical histories.

3. Involve employees in discussions before finalizing mental health policies or organizational changes.

4. Clearly communicate the actions that will be taken based on feedback, including factors that cannot be altered.

5. Continuously assess the effectiveness of changes made by obtaining further worker feedback and analyzing relevant organizational data.

Employers are encouraged to adopt a structured approach to managing mental health risks, similar to the protocols used for physical hazards. This includes identifying hazards, assessing risks, implementing controls, and monitoring their success. Psychosocial factors that can affect mental health include overly demanding workloads, limited job control, insufficient support, strained working relationships, unclear job roles, and poorly managed transitions.

Nicoll concluded by affirming that the responsibility for addressing workplace mental health should not rest solely on individuals. Employers must listen to their workforce, identify root causes of harm, and integrate prevention into the daily operations of the organization.