This free guidance contains information, practical advice and templates to help IRPM members facilitate conversations about stress and mental ill health with employees and employers.
This mental health guide for employee and employers was developed by mental health charity MIND to improve support for those experiencing stress and mental ill health issues. It also sets out the practical steps that employers can take to create a mentally healthy workplace and help prevent poor psychological well-being in the first place.
These Wellness Action Plans contain information, practical advice and templates to help managers facilitate conversations about stress and mental ill health. The aim is to put in place support so IRPM members can stay well and in work – meaning they perform at their best for the business while the employer retains talent and expertise.
MIND have produced the guide in line with developments in both employment and how organisations manage mental health at work with a clear demand for specific guidance on disclosure to be embedded within general guidance on mental health in the workplace.
As such, the Wellness Action Plans addresses the whole lifecycle of employment, from recruitment, through keeping people well and managing a disability or ill health at work, to supporting people to return to work after a period of absence. It contains information, practical advice and templates to help people facilitate conversations about stress and mental ill health and put in place support so individuals can stay well and in work – meaning they perform at their best for the business while the employer retains talent and expertise.
Who is the guide for?
We know employers come in all shapes and sizes, with different working practices and environments. These guides are also designed to support anyone involved in managing people, from line managers in large organisations to owner-managers of small firms. The IRPM also hope it will be a useful professional resource for its members, HR and occupational health teams. Please note that we are not providing legal advice, but practical guidance – employers may also need to obtain their own legal advice on the approach to take in any case. While the contexts will differ, we hope the principles, checklists and practical templates for facilitating conversations about mental health will be useful across the board and easily adaptable for different workplace environments and relationships. The guide can be used both as a handy outline for individual managers to consult in their day-to-day roles and incorporated into HR policies and practices to be integrated across teams and organisations.
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