Over the years, mental health has gained immense attention in every social area. As per the WHO, mental health is the ability to handle life’s stresses. It recognizes your strengths and contributes to your community. It’s about feeling well mentally and emotionally. Mental health covers the psychological, physical, social, and emotional well-being of an individual. It also comprises the state of cognitive and behavioral aspects of a person. An individual’s mental health status can reflect a lot about their psyche. Positive workplace environments can only be cultivated through positive minds in the organization. In this blog, we will discuss factors focusing on the well-being of employees in the workplace.
Mental Health & Workplace
Mental health is equivalent to multiple factors in an individual’s sphere. About 60% of people are employers who hire workers from all kinds of backgrounds. They help create workplaces for many different employees. This determines that decent work is equivalent to better mental health. Recent work supports sustainability, success, and purpose in life. It provides a stable income, fosters positive relationships, and promotes community inclusion. Missing any of these important elements can negatively impact a person’s mental health. These factors play a key role in how someone feels and functions. This reflects the idea of enjoying one’s job instead of merely sustaining it. Decent work does not hamper work-life balance and integrates growth. Workplace risks can be divided into different types, including psychosocial risks. These are factors that can impact workers’ mental health. Risks are stated below:
- Under-skilled at work and understaffing
- Inflexible working hours, inadequate pay, unclear job role, and under/over promotion
- Poor physical working condition
- Lack of support from colleagues or authoritarian supervision
- Discrimination, harassment, violence, and exclusion in the workplace
- Conflicting work-life demands
Mental Health Laws
Organisations are obliged to comply with mental health laws, Why? Primarily because WHO has recognized severe mental health issues under global calamities. The root of every person reflects on every dimension of an individual’s life. Nowadays, organizations tend to have an easy approach while dealing with mental health crises. Sometimes, they need documentation to prove fair treatment. they might also require reasonable accommodations to avoid undue hardship.
Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA)
Mental health law is important for addressing mental health issues. It includes federal laws. These laws provide financial support for mental health and substance abuse treatment. These laws help ensure people get the care they need. It also sets limits on the treatment available. It provides benefits from imposing fewer benefit limitations. The law is applied to group health plans, group health insurance coverage, and also to individual insurance coverage. It is practiced by large group health plans and issuers who choose to include the benefits in their package. Policymakers and stakeholders discuss parity and claim success. They are not referring to just the MHPAEA. Parity, as we know it, involves several statutes and some regulations. The MHPAEA requires looking at how care is managed. One should know how provider networks are built, and how medical necessity is defined. These factors need to be considered to ensure fair treatment. The Mental Health Parity and Addiction Equity Act (MHPAEA) makes sure mental health and addiction treatment are treated the same as other health care. It prevents insurance companies from being unfair. It ensures that insurance treats mental health and addiction care the same as other health issues. Hence, mental health treatment should be covered just like any other medical care. This helps ensure equal access to care.
Americans Disability Act Influence on Mental Health
With every law comes some benefits, such as the ADA, which prevents employees from discrimination on the grounds of any disability. The law protects any individual with depression, PTSD, and other mental health conditions in the workplace. Under ADA law, employers cannot fire or refuse to hire someone because of a mental health condition, whether it’s real or just perceived. They are also prohibited from taking negative actions based on this. Organizations must offer reasonable accommodations to applicants with mental health conditions. This may include flexible schedules or the option to work from home. To receive these benefits, a person must meet the criteria for mental health conditions. Employees can start the process of requesting accommodations if their disability is noticeable. The process begins when someone with a disability asks for help or adjustments at work. They can suggest a solution that would work for their needs. It is the employee’s responsibility to request accommodations. He/she must share details about their disability. Some accommodations, like additional tools, can be a reasonable change to the workplace.
Family Medical Leave Act (FMLA) relationship with Mental Health
The FMLA allows employees to take up to 12 weeks off without pay. This leave can be used to recover from a mental health condition or care for a family member. Their job is safe during this time. To qualify for this law, the employer must have at least 50 employees. Additionally, the employer must have had 20 or more weeks in the current or previous year. FMLA covers all stress-related issues and conditions.
Organisational approach towards Mental Health
- Ensure that managers and supervisors are well-trained and equipped when dealing with employees.
- Employers should offer support to their employees in need
- Increasing awareness and understanding of mental health plays a huge part.
- Counselling sessions should be arranged for the employees trying to seek therapy
- Employees should be provided with all the benefits under the ADA and FMLA Act.
- A good and healthy working environment should be a top priority.
Mental health challenges are one of the most significant concerns of today’s working environment. Approximately 20% of people have mental illness, and only about 1% of employees report at least one symptom of mental health. The right to good health, including mental health, and the right to decent work are fundamental human rights. The WHO has created guidelines for managing mental health issues at work. Organizational interventions help reduce emotional distress and improve work-related outcomes.
Organisations should have a better approach when dealing with issues like mental health as it is a sensitive issue in itself. Organizations can take steps to create a supportive environment for people with mental health issues.
Conclusion
Mental Health issues in today’s time have taken a toll on the entire job sector. The issues are more prevalent than ever. Many businesses are unprepared to address mental health issues at work. This can result in lower productivity and more employee absences. Companies need to be ready to support mental health. Employers must support their employees’ mental health. They should create a safe and supportive workplace. This helps employees feel understood and valued. A positive environment can improve overall well-being. This promotes open communication. It reduces stress for those struggling with mental health issues. This helps reduce risks and allows individuals with mental health challenges to thrive.eing of their employees, reduce compliance risk and enable employees living with mental health conditions to thrive at work.