ACAS has launched new guidance and resources to help support both employers and employees when handling reasonable adjustments for mental health at work. The guidance covers the following:
What reasonable adjustments for mental health are
An employer has a duty to protect the health and wellbeing of its staff and this includes their mental health aswell as their physical health. If a mental health condition is recognised as a disability under law, the Equality Act 2010 places an obligation on employers to make reasonable adjustments.
Reasonable adjustments are changes that an employer makes to remove or reduce a disadvantage related to someone’s disability in order to help employees stay in or return to work, work safely and productively, reduce absenteeism and create a healthy work culture.
Examples of reasonable adjustments for mental health
Reasonable adjustments are specific to an individual person and can include:
- Changing the physical working environment, for example, relocating someone to a quieter workspace.
- Changing working arrangements, for example, allowing someone to work from home.
- Providing equipment such as an adapted keyboard or large screen.
- Changing someone’s role and responsibilities, for example, reducing customer facing work.
- Making policy changes, such as offering an extended phased return to work to support someone to build up their hours.
Requesting reasonable adjustments for mental health
Employers and employees should talk openly and work together to agree any reasonable adjustments to ensure everyone’s needs are met. Things to consider include what would help to support the employee and what might be possible and reasonable for the employer. It is useful to arrange follow-up meetings and ongoing support, and trial and monitor reasonable adjustments once they’re in place.
Responding to requests for reasonable adjustments
Employers should take time to consider an employee’s request for reasonable adjustments and take into account what might be possible given the employee’s job, how the adjustments will impact the employee’s ability to do their job and the impact on the rest of the workforce.
Managing employees with reasonable adjustments for mental health
It is important that managers know how to provide support and access to reasonable adjustments, such as:
- Checking in with employees regularly and encouraging open conversations about mental health.
- Recognising changes in behaviour and responding to these sensitively and flexibly.
- Considering the needs of the employee and the rest of the team.
Reviewing policies with mental health in mind
Employers should review existing policies to ensure they are clear and accessible and implemented consistently by managers. Policies should include:
- Reference to a mental health or wellbeing strategy.
- Activities to raise awareness of mental health within the organisation.
- Information about the internal support available, such as mental health champions.
- Manager training and support.
If you would like advice on how to support your employees’ mental health, or if you are an employee suffering with your mental health, please contact our specialist Employment Solicitors on 0345 646 0406 or fill in our online enquiry form and a member of the team will be in touch.