Make mental health training mandatory for all people leaders across the organization. This includes all levels of leadership - from senior leaders to middle managers. Have your senior leader sponsor champion the training to set the tone and get the buy-in from all leaders.

We have free manager mental health training videos to help you build the foundation.   

Why is training important?

It can help leaders better understand the links between job stress and health. They can also learn what they can do to support and prevent mental health issues in the workplace. Training should also focus on diversity and inclusivity. By including these topics, leaders will be better equipped to meet their employees ‘where they are.’ It will also help them to respond appropriately.

Make the training easy to access and offer it regularly. Focus on base level information. Your goal is to set a foundation of awareness and understanding across your organization.

Measurable benefits  

Researchers at Saint Mary’s University (Dimoff/Kelloway 2013) have shown the potential of mental health training for managers. To learn more about how this can impact your organization read our bright paper.¹

A safe and inclusive workplace is key when an employee returns to work after a mental health-related absence. It’s important for employees and managers to recognize that they need to treat and manage employees with mental health conditions like any other health condition. Support and understanding are critical for ensuring a successful return to work for these employees. When handled sensitively, return to work can aid in an employee’s recovery. Returning to work can help build self-esteem, confidence and social inclusion.

Keys to success:

• coordinated return to work plan,
• personalized accommodations,
• access to mental health treatment.

Essential elements of the plan:

• Share clear policies and procedures based on your organization and what you can accommodate. Document and apply these consistently
• Communicate expectations
• Develop modified job duties and/or hours
• Provide accommodations
• Prepare for any necessary interventions
• Ask the employee what they need

Duty to accommodate. Take accommodation seriously. Ensure you have best practices and various options in place

Examples include:

• reduced hours,
• slow return to responsibilities,
• change of job content.

Conduct formal ability assessments for returning employees. Understanding these elements will help you recognize and measure any occupational functional gap. To prepare an employee for a return to their job, it’s important to fully understand:

• the job requirements,
• their functional abilities and/or,
• restrictions and limitations.

Find out more about our absence and disability management solutions here

• Continued mental health supports. Ensure that returning employees get the mental health supports they need for a successful transition back to the workplace. Privacy laws protect the employee from having to share the nature of their medical leave. However, you can ask the employee what they need to ensure a successful return to work. For example, what type of accommodation will help them? Do they need extra time or a flexible schedule for continuing treatment?

It’s important that employees have adequate psychological services coverage for psychological services through their Extended Health Benefits.

Training: Mangers need to understand their roles and responsibilities in the return to work process. Training ensures they have the guidance they need to support their teams. Focus training on:

• sensitivity,
  
• preventing and addressing discrimination, and
• understanding your organization’s legal obligations around accommodation.
  

A note about accommodation: In some cases, this could require the capacity for workplace mediation. For example, when the mental disorder was related to workplace bullying/harassment. This is especially important if the employee cannot move to another business unit/team.