In this guidance from Acas, they explain how employers should address mental health problems in the workplace, treating them with the same seriousness as physical illnesses. They outline reasonable adjustments under the Equality Act 2010, tailored to individual needs, such as flexible hours, revised roles, adapted communication, or changes to the work environment. They provide practical steps for employers and employees to discuss and implement adjustments, emphasising benefits like improved wellbeing, productivity, and staff retention, even when mental health issues do not qualify as disabilities.
This blog is being signposted by WorkWise for Screen.
Mental health includes emotional, psychological and social wellbeing. It affects how someone thinks, feels and behaves.
If an employee has a mental health problem, their employer should take it seriously, with the same care as for physical illness.
A mental health problem can be a disability under the Equality Act 2010. If an employee has a disability, their employer must make reasonable adjustments.