More than the Monday blues: Where to turn to when you’re struggling at work
By Sue White
When Melbourne GP Grant Blashki sits down with patients who have mental health concerns, many ask the same question – should they tell people at work?
“It’s a common conversation with patients when they have a mental health issue, how much to talk about it with their employers,” says Blashki, also a lead clinical adviser for mental health and wellbeing support organisation Beyond Blue. He’s keen to emphasise that there’s no ‘one size fits all’ answer.
“Really, it’s quite a nuanced conversation,” Blashki says.
That nuanced conversation has been happening more frequently since the pandemic began – in part because people are now talking more openly about mental health issues. However, not all workplaces are willing to listen.
“The stigma has reduced a lot in the community, but you still might have an employer who’s not very helpful or is going to put a spanner in the works for your promotion,” says Blashki.
By law, an employer must respect your right to privacy, unless there is good reason to believe your condition compromises workplace safety. This means that how much you disclose to your boss or colleagues – if anything – is up to you. According to Blashki, both the context and the nature of the mental health concern should be factored in.
‘You may find that your employer is actually really quite helpful and really looking to find a good solution.’
Grant Blashki
“It may be something more minor that you feel you can deal with in your job, and you don’t want to disclose things. Or you might decide: ‘Hey, there are great benefits if I tell them what’s going on. My employer can make some changes, and maybe it will stop some of the rumours about my performance.’ And of course, it can change the culture of an organisation,” Blashki says.
At the Beyond-Blue-affiliated website Heads Up, numerous resources are available for both employers and employees. The program, supported by the Mentally Healthy Workplace Alliance, asks business leaders to start taking action to help struggling staff members.
For employees, a three-step tool helps with weighing up the pros and cons of talking about their mental health condition at work. Like Blashki, the site points out there’s no right or wrong: a clever tool helps employees assess their own situation. For those who do decide to go ahead and open up, a conversation planner assists in preparing to have the conversation with your boss.
The pandemic has also highlighted that Australians who are their own boss might need help. Travel agent Jen Lloyd Director at Jen Travel found herself in need of mental health support when the travel and border restrictions shut down her industry overnight.
“There was a fear factor in opening my emails because every day there was bad news,” she says.
Lloyd signed up for Beyond Blue’s free one-to-one coaching for small business owners, called New Access.
“I actually found it really good,” she says. “I’m probably in a better position mentally than I was before.”
While healthy workplaces for body and mind are becoming increasingly important to employees, there are huge financial benefits for employers too. Data from corporate consultancy PwC shows that every dollar invested on creating a mentally healthy workplace can, on average, result in a positive return on investment of $2.30.
“That makes sense because you reduce absenteeism. [Plus] you reduce what we call presenteeism –when people turn up without functioning,” says Blashki. “You also have less mental health claims, which can be really tricky for businesses. Then you retain people, which is another big challenge at the moment.
“You may find that your employer is actually really quite helpful and really looking to find a good solution.”
For mental health support for employers or employees, visit headsup.org.au. Support for anyone who may be distressed is available via Lifeline 13 11 14; Mensline 1300 789 978; Beyond Blue 1300 224 636.
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