It’s World Mental Health Day and this year’s focus is on workplace mental health.

We spoke to members of our Workplace Division for their reaction and advice on our recent therapists’ survey finding1 that ‘work stress’ is one of the top reasons for an increasing number of people seeking therapy.

Proactive support is best

Nicola Neath, an accredited integrative psychotherapist and trainer working in higher education and private practice, says:

“Ideally organisations should be proactive in their support for staff. It’s vital that organisations have open environments with clear process and procedures, as well as trained managers who understand workplace stress and how (and when) to refer to skilled counsellors.”

“They need to understand the potential causes of stress so they can either ameliorate the reasons as well as support staff. Unfortunately, there will be times that stressful situations can’t be avoided, such as redundancies or organisational changes.

Sue Christy, a counsellor in private practice and a Group Crisis Intervention Specialist, advises managers to be familiar with the support services on offer.

“It’s great that we have all these support services, like Employee Assistant Programmes etc. but I always advise managers to call the services themselves to really know what sort of help is available and what to expect.

“This level of understanding and familiarity will encourage staff to take up the support on offer.”

Maintain clear boundaries

Andy Price, a counsellor who co-runs a GP counselling service and works as a sessional counsellor for a local charity, Platform for Life, says:

“Employers need to set clear boundaries to allow employees to take time off without checking email/texts etc. These days lots of people’s phones are synced with work so they can’t help seeing updates during evenings, weekends and even when they’re on holiday.

“Staff need to be encouraged to keep clear boundaries, so they have chance to switch-off and relax.”

Sue agrees but thinks we need to take personal responsibility sometimes:

“Not all companies insist on everyone being always switched on, but many people struggle to not look. It can become almost addictive.”

The importance of active listening

Julie Hughes, co-Director to Mind Matters Counselling LLP and an EMDR accredited trauma therapist, believes active listening is hugely important in helping manage workplace stress.

“Colleagues can help each other by listening and providing support when needed. Sometimes a friendly ear and a chat can be just what someone needed, before things get to a crisis point.”

Andy agrees: “Active listening can help employees feel valued. Sometimes this can override negative feelings about pay or workloads. Feeling like you’ve been really heard and listened to can help people manage their stress better.”

Stress is normal

Sue says: “Stress is inevitable – that’s the reality. So, it’s important to have the right support available and know what helps and what works.

“For example, some people will appreciate therapy and find it helpful. But others may find being referred to an exercise programme a better way to manage their stress.”  

However, Nicola says staff need to know when their stress goes beyond a reasonable amount.

“Staff need to understand when their stress levels are becoming alarming and they’re working beyond a healthy point. This isn’t good for the individual, team or the organisation.”

“Employers must empower staff to recognise their own limits and feel able to speak up when they need a break. Positive intervention and self-care are the best ways to keep people healthy and working to their best ability.”

Self-care isn’t a luxury

“Self-care isn’t a luxury,” says Nicola, “We don’t think filling the car with petrol is an extra treat. We fill it up, so it works. It’s the same with people.”

Sue agrees and says that in her experience she reminds people that they’re human and considering their wellbeing isn’t weak, it’s a necessary part of a healthy life.

“We all have limits and it’s ok to feel stressed and get help. Employers have a legal duty of care towards their staff. And we have a duty to ourselves to manage our stress and seek help when we need it.”

 

References

1 All figures are from a survey of our members. Total sample size was 2,600 therapists. Fieldwork was undertaken between August and September 2024. The survey was carried out online.