Good Practice

MINDFUL EMPLOYER^® collates examples of good practice in relation to the employment of people with mental health issues. This includes work by employers, NHS and other health and social care organisations, learning and work services and others. If you have a contribution you would like to make then please contact us. You can also read about how MINDFUL EMPLOYER is making a difference or share your experience and good practice on LinkedIn^®

Responding to the Comprehensive Spending Review - Caring for your Staff, Sustaining your Business, Resourcing your Managers
Click on the title for ideas and contributions from a wide range of employers who are responding  to the current economic climate.

Managing Stress
Gateshead Council have produced some guides on managing stress - click to download the guide for managers and the guide for employees. Contact Michaella Wilson, Senior HR Advisor for more information 0191 433 2887

Managing stress and mental health at work
Northumberland Tyne and Wear NHS Trust in collaboration with Northumberland Care Trust and Northumberland Work and Wellbeing Group have produced Guidance Notes for Employers Implementing the Guidance for Managing Stress and Mental Health at Work and an accompanying leaflet. These look at various action steps and offer guidance on how to implement them. They have also produced a Well-Being Resource Book for New Managers.

Helping suicidal employees
Following an enquiry received by MINDFUL EMPLOYER, we took soundings on appropriate responses in situations where employees are under so much stress (whether in work or outside) that they are contemplating suicide. The following comments and links are offered for consideration:

Dr Glenn Roberts, Consultant Psychiatrist with Devon Partnership NHS Trust said 'In general, I would have thought that it’s probably inappropriate or unhelpful to try to train up lay people to do accurate risk assessments of suicidal risk and better to have a low threshold for encouraging contact with easy access low stigma services e.g. Samaritans / MIND or other contacts that someone who is distressed can be put in touch with. If employers know they are putting employees under stress and that would risk their mental health there is something to be said for simultaneously appointing investigating officers and asking of the individual if they have a confidant or supporter or would like to suggest someone who could offer mentoring to provide support through a distressing process – and that person needs to also be looked after by the organisation asking them to fulfil this role - for example I’ve recently been asked to provide this for a medical colleague who is in difficulties – as an extension of our mentorship scheme. I’m not aware of any research or established system.‘

Some relevant web links: www.mind.org.uk/Information/Factsheets/Suicide/ and www.netdoctor.co.uk/menshealth/facts/depression