Mental Health & Wellness at Work: A Leader’s Guide.
Read about how to prioritise employee mental health and well-being to boost productivity, reduce costs, and build a thriving company culture.
In light of the recent laws around ‘The right to disconnect’ we discuss mental health and wellness at work. In today’s fast-paced business environment, attracting and retaining top talent is more crucial than ever; yet many companies overlook a critical factor in achieving this goal: prioritising and creating real tangible policies to ensure good mental health and well-being of their employees.
The Cost of Neglect
According to the Australian Human Rights Commission, over one in five adults will experience a mental illness in any given year. Presenteeism, where employees are physically present but mentally checked out, is estimated to cost billions annually.
The Benefits of Well-being
The good news is, investing in mental health has long lasting benefits:
Building a Culture of Well-being: Actionable Steps for Leaders
Here are some actionable steps leaders and employers can take to foster a workplace of well-being for their team:
The Bottom Line: A Win-Win Proposition
Investing in mental health fosters positive outcomes: greater productivity, reduced absenteeism, and a more engaged and loyal workforce. This translates directly to a thriving business culture and a competitive edge. Don’t forget to outline these initiatives when interviewing and hiring new team members, it’s important.
Ready to build a thriving workplace culture? At Recruitment Central, we offer more than recruitment – we partner with companies to create strong, healthy teams and foster employee well-being. Contact us today to discuss your specific needs and unlock the full potential of your workforce.
In light of the new Australian government laws on the ‘right to disconnect,’ I want to emphasise the importance as employers of aligning our practices with these new regulations.
It is crucial that we respect our employees’ right to refuse after-hours work-related contact, ensuring a healthy work-life balance. By updating our position descriptions to accurately reflect the expectations regarding out-of-hours communication and responsibilities, we can demonstrate our commitment to compliance and employee well-being.
These laws underscore the significance of maintaining up-to-date position descriptions, employee handbooks and internal policies that clearly outline the nature of roles requiring after-hours availability, contributing to a transparent and respectful work environment.
It’s a great idea to conduct internal training sessions on ‘switching off’ and reiterate the expectations around work hours and downtime.
If you require guidance and advice on crafting a new policy or setting up an employee handbook please reach out to us we are here to partner with you. Till next month.
Regards
Sandra
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