Employers Urged to Address Mental Health Responsibilities Ahead of World Mental Health Day

World Mental Health Day serves as a reminder that employers' responsibilities extend beyond physical safety. The Annual Stigma and Attitudes to Mental Health Survey 2025 conducted by St Patrick’s Mental Health Services revealed that only 47% of respondents felt that Irish workplaces were willing to hire individuals with mental health difficulties. This statistic should prompt employers to assess their approach to mental health in their workplaces.

According to the Workplace Relations Commission (WRC), mental health conditions are classified as disabilities under the Employment Equality Acts 1998-2015. Consequently, employers are required to provide reasonable accommodations unless it would result in an undue burden. Additionally, under the Safety, Health and Welfare at Work Act 2005, employers have a duty to protect the safety, health, and welfare of employees, which includes protection from psychosocial risks like bullying, harassment, and work-related stress. The guidance from the Health and Safety Authority (HSA) confirms that mental health is a workplace safety issue that necessitates risk assessments and appropriate mitigation strategies, similar to physical risks.

The financial repercussions of non-compliance can be severe, including compensation up to two years’ remuneration and specific actions required by employers. Furthermore, health-and-safety violations could lead to costly personal injury claims, fines, and prosecution. Last year, nearly 24% of employees took leave for mental health reasons, significantly impacting attendance, productivity, and the overall financial health of businesses.

Case studies from the WRC highlight common pitfalls in how employers handle mental health issues. In one case, Kepak Convenience Foods was criticized by the Labour Court for failing to manage excessive working hours, which contributed to mental health risks. The court awarded €7,500 to the affected employee. Another case highlighted a policing service’s prolonged neglect in addressing an employee’s work-related stress, leading to a recommendation for €10,000 compensation and directives to resolve grievances promptly.

To effectively support employee mental health, employers should adopt a proactive and comprehensive approach. Recommended actions include:

- Encouraging psychological safety by fostering a culture where mental health can be discussed without stigma. Nearly 47% of individuals with mental health issues do not seek treatment due to embarrassment.

- Conducting proactive risk assessments to identify and mitigate psychological hazards in the workplace.

- Implementing clear policies and procedures for addressing mental health concerns, including a designated contact person.

- Training managers to recognize mental health issues and implement relevant policies effectively.

- Engaging with employees early and maintaining open communication during sick leave to understand their needs and facilitate a supportive return to work.

- Referring employees to occupational health services, if necessary, to explore suitable accommodations.

- Considering reasonable accommodation requests, such as flexible hours or alternative roles, based on individual employee needs.

- Introducing wellness initiatives, such as Employee Assistance Programs, to enhance employee support and retention.

Conversely, employers should avoid dismissing or minimizing mental health concerns and refrain from initiating disciplinary actions related to performance without first consulting the employee.

Supporting employees leads to a happier, more engaged workforce. By fostering a supportive culture, employers can enhance both employee well-being and business success.