Compared to unemployment or worklessness, being employed and having the capacity to go to work can improve one’s physical and mental health. However, this positive effect can be negated by an unhealthy work environment, especially when it affects an individual’s mental and emotional well-being.
According to the World Health Organisation (WHO), mental health problems due to an unhealthy workplace are related to interactions between the type of work carried out by employees; organisational and managerial environment; employees’ skills and competencies; and support that is available for employees to perform their job tasks.
Specifically, these problems can be the result of risk factors including inadequate health, safety and well-being policies; poor communication and management practices; limited participation in decision-making or low control over an employee’s area of work; low levels of support for employees; inflexible working hours; and unclear tasks or organisational objectives.
Mental health risks from an unhealthy workplace can also be connected to an employee’s job scope. This could be a mismatch between tasks and competencies; constant inflow of work assignments; or high levels of personal risk, as confronted by the likes of first responders and humanitarian workers. In some cases, these risks can be exacerbated by a lack of group cohesiveness or social support.
As a result of experiencing stress in such a negative work environment, some employees end up being bullied and/or psychologically harassed, thus making themselves susceptible to physical and mental health problems, absenteeism, lost productivity and harmful use of alcohol and substances.
This is not only detrimental to their own mental and emotional well-being, but also their relationship with their family and community, as well as their employers’ overall performance.
Therefore, it is vital for organisations to create a healthy workplace that involves employees at every level and even major stakeholders to ensure that mental health protection, promotion and support interventions are provided and monitored for their effectiveness.
Organisations can achieve this by carrying out a number of interventions and good practices that protect and promote mental and emotional well-being in the workplace. Here, the WHO suggests:
- Implementing and enforcing health, safety and well-being policies and practices, such as identification of distress, harmful use of substances and illness, and provision of resources for employees to manage them;
- Informing staff about available mental health support;
- Involving employees in decision-making and empowering them to have a feeling of control and participation;
- Enabling organisational practices that support a healthy work-life balance;
- Establishing programmes for career development of employees; and
- Recognising and rewarding the contribution of employees.
