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[1] Like Minds Like Mine. Facts and Strategies for Employers. 2013. Cited 2014. Available from:http://www.likeminds.org.nz/assets/Employment/facts-for-employers.pdf. 

[2] Ministry of Health. 2013. New Zealand Health Survey: Annual update of key findings 2012/13. Wellington: Ministry of Health.

[3] Commission, H.R., What next? National conversation about work. 2010, Wellington, EEO Commissioner/HRC.

[4] Stephens, M. and B. Caird, Countering Stigma and Discrimination: Organisational Policy Guidelines for the Public Sector. Wellington. 2000, Mental Health Foundation New Zealand: Wellington, New Zealand.

[5] Grove, B., H. Lockett, and J. HutchinsonHelping employees who become severely depressed MindNet, 2011.   

[6]  Worksafe New Zealand. Morale, distress and healthy work | Worksafe. 2014. Available from:http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/morale-distress-and-healthy-work. 

Also refer to the following

Ministry of Business Innovation and Employment. A Guide to the Health and Safety in Employment Act 1992 2014. Available from:http://www.dol.govt.nz/hs/publications/hseact-text/index.shtml. 

Australian Human Rights Commission, 2010 Workers with Mental Illness: a Practical Guide for Managers. 2010. Australia. 

Mind., Mental health in the workplace: an employers guide. 2010. Mind: London, England. 

Working Women’s Resource Centre, One in Five: A Guide for Representing & Supporting Workers with Experience of Mental Illness. Working Women’s Resource Centre: New Zealand.

Why is it important to develop mental health strategies for the workplace?

  • Mental health problems are very common. 
    Workplaces which support people with mental health problems can benefit all employees.[1][2]
  • Safe and healthy workplaces are good for business. 
    Creating a healthy, inclusive work environment is a key strategy in maximising productivity, because this reduces staff turnover, stress, and personal grievance claims.[3][4]
  • Ignoring mental health problems is expensive.
    According to data from the UK, the total cost of mental ill health to employers is about £1000 (around $1,850 NZD) per employee per year. However, employers can do a lot to reduce these costs while helping employees at the same time.[5]
  • It is the law. 
    Under the Health and Safety in Employment Act, workplaces have a role to play in the prevention of physical harm and mental harm caused by work-related stress. Employers must consider health as well as safety when eliminating workplace hazards (and these hazards may include creating unreasonable levels of stress for employees).[6]
 
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