Promoting good mental health at the workplace

When companies provide adequate psychological support and a conducive working environment, their employees will be better able to thrive and work effectively. — Filepic

Today (Oct 10), we celebrate World Mental Health Day.

This year (2024), the World Federation for Mental Health (WFMH) chose the theme “It is Time to Prioritise Mental Health in the Workplace”.

Established in 1948, the WFMH is the world’s oldest mental health advocacy organisation.

It has had special consultative status with the United Nations (UN) since 1963 and has been admitted into official relations with the World Health Organization (WHO).

From its inception, the WFMH has stressed the importance of mental health and world citizenship as a priority for all governments.

In 1992, in pursuit of these objectives, the WFMH founded an annual World Mental Health Day on Oct 10 to expand education and advocacy about mental health.

Malaysia had the good fortune of having our own Tengku Puteri Iman Afzan Al-Sultan Abdullah appointed as the global patron of World Mental Health Day in 2020.

A healthy work environment

This year’s theme allows us to rekindle our efforts to promote global citizenship and mental health awareness by making our workplaces healthier, mainly as 60% of the worldwide population is employed, and people spend 60% of their time at the workplace.

In general, although employment is positive, some working patterns can be detrimental to health when they lead to increased stressors, including long work hours, night shifts and weekend work when there are not enough rest periods.

Such stressors are associated with burnout and other stress- related mental health problems; absenteeism and presenteeism; and reductions in productivity with personal and societal costs.

Many people who have experienced mental health difficulties choose not to disclose these issues to employers for fear of stigma and discrimination.

We need employment laws that adequately protect and support people who disclose and have mental health difficulties.

Mental health should be a protected characteristic that enables the development of healthier, more supportive workplaces.

We all have the right to a safe and healthy environment at work.

Being productive and not isolated promotes mental well- being and decreases risk factors for suicide.

Paradoxically, the work environment can also cause the opposite.

We must act swiftly to transform the workplace into a nurturing environment where mental health and well-being can flourish, enhancing employers’ productivity.

Being overworked can take a toll on an employee’s mental health and can have persistent and long-term consequences like stress, anxiety, depression, and in severe cases, even suicidal tendencies.

Psychological and physical health are both sides of the same coin, which is the human being.

Therefore, psychological decompensation – a process where a person’s mental health deteriorates due to excessive stress – can lead to psychosomatic or non-specific complaints of aches and pains, and frequent headaches.

Worsening mental health can also lead to alcohol, nicotine and illicit substance abuse.

It can even contribute to the development and worsening of cardiovascular (heart) problems.

Employer support

What can employers do to mitigate the situation?

Employers play a pivotal role in creating a mentally-healthy work environment.

Recognising that employees’ poor mental health can directly impact productivity, they should take proactive steps to prevent this.

The cost of mental health issues in the workplace to the Malaysian economy was conservatively estimated to have been RM14.46 billion, or 1% of the GDP (gross domestic product), in 2018.

The then Deputy Prime Minister Datuk Seri Dr Wan Azizah Wan Ismail said that by 2030, mental illnesses could cost the country US$25.3bil (around RM105.5bil) economically.

Globally, workplace depression is a leading cause of disability in working adults.

Employers hold the key to creating a supportive work environment that mitigates the impact of overwork on mental health.

By ensuring the work environment is conducive to productivity and providing necessary support, they can empower their employees to thrive.

Mental health issues at the workplace may not be evident as employees are guarded about it.

Hence, companies should provide psychological support and referral services through an Employee Assistance Programme (EAP).

EAP is a work-based intervention programme designed to assist employees in resolving personal problems affecting their work performance.

It is intended to be anonymous, providing a safe space for employees to seek help.

The Malaysian Mental Health Association (MMHA) rolled out a mental health awareness programme designed for the corporate sector called Mental Health First Aid (MHFA).

The aim is to create awareness of mental health issues in the workplace and enable managers to detect mental health problems in employees and take appropriate action early.

Companies should provide all the necessary support for their employees, especially those working from home.

Managers should continue connecting with their staff, as working from home can also take a toll on one’s mental health.

MMHA strongly advocates for legislative changes to prevent discrimination against job applicants and staff who suffer from treatable mental health conditions.

This is not just a matter of corporate policy, but also a societal issue that requires collective action.

It is incumbent on companies to support their staff members seeking professional help to deal with mental health issues.

One measure is for companies to include mental health support in their panel clinic coverage.

Right now, employees seek private mental health care using money from their own pockets.

Insurance companies need to be advised to provide adequate coverage for those with mental health conditions.

Mental health off days

Mental health off days can be both planned and unplanned.

Unplanned mental health days happen when an employee wakes up “sick”, i.e. when they realise they may not be in the right frame of mind to attend work.

This could include being in a state of crisis, like the onset of a depressive episode, anxiety or some other psychological distress.

Meanwhile, planned mental health off days are part of preventive care.

Responsible employees can anticipate when they will need a break after a particularly stressful time at work.

Taking regular days off to recharge is a good idea to plan for the employee’s mental health so that emergency mental health off days are the exception and not the rule.

Both employees and employers must accept the fact that it is much more challenging to recover than it is to prevent, emphasising the need for proactive measures in managing mental health.

Planned mental health off days mainly help high-performing individuals.

The reality is that due to the stigma and lack of awareness around mental health, many employees are not comfortable asking for time off even when they know they need it.

Some employees may already have pre-existing psychological conditions, and mental health off-days prevent them from decompensating, while still being productive at the workplace.

Even the healthiest employees can suffer physically and mentally in an unhealthy work environment.

When employers actively address mental well-being, it reduces stress, reduces absenteeism and increases employee engagement.

By implementing policies such as flexible work hours, providing access to mental health resources, recognising mental health off days and encouraging open conversations about mental health, companies can cultivate a culture of care that boosts morale and enhances overall performance and innovation.

Investing in mental health is not just compassionate – it is a strategic business decision that benefits everyone.

Prof Datuk Dr Andrew Mohanraj is a consultant psychiatrist, the Malaysian Mental Health Association president and Taylor’s University Impact Lab on Mental Health & Wellbeing director. For more information, email [e-mail]. The information provided is for educational and communication purposes only, and it should not be construed as personal medical advice. The Star does not give any warranty on accuracy, completeness, functionality, usefulness or other assurances as to the content appearing in this column. The Star disclaims all responsibility for any losses, damage to property or personal injury suffered directly or indirectly from reliance on such information.