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Returning to work after a long sickness absence can be daunting, but good line manager engagement supported by a well-crafted HR policy can help a lot, says Helen White-Knight
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When dealing with a mental health crisis, a well-formulated plan could be the difference between life and death for the person affected. Don’t shy away from putting one in place, says Helen White-Knight.
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Mental health often gets left out of the technological race to remove barriers. Helen White-Knight explores the opportunity employers have to use technology to manage mental health at work.
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D&I professionals: if you really want to build a culture of inclusion in your workplace, stop putting people in condition-specific boxes and start looking at their actual needs, says Helen White-Knight.
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Preventative strategies are well and good, but sometimes mental illness shows up anyway. Helen White-Knight outlines five ways to support an employee with a long-term mental health condition.
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Stress. We can’t live with it and we can’t live without it. So how do we tackle it? We need to make achieving balance a part of success for employees, rather than a cop out, writes Helen White-Knight.
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For a long time, employee mental health sat in the ‘too difficult to fix’ pile, but employers are finally beginning to search for solutions. Helen White-Knight explores ways in which they can find them.
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The idea that employees can leave their mental health conditions at home is not realistic, writes Helen White-Knight. Removing fear and developing workplace adjustments stops people feeling they need to.
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Challenge everything you think you know about mental health at work, says Helen White-Knight. Managers need to move beyond fear, ignorance and outdated constructs to give support where it’s needed.
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