“It’s too much.”
When an employee says this, it should not simply be treated as an individual wellbeing issue. It may be a warning that something within the workplace is creating a risk to their mental health.
For employers, this is more than a matter of good practice. HSE makes clear that employers have a legal duty to assess the risks of work-related stress and take reasonably practicable steps to control those risks.
Mental health can affect anyone, and workplace pressures can sometimes contribute to stress, anxiety, burnout and other mental health difficulties. While employers cannot prevent every mental health challenge, they can take steps to identify and manage workplace factors that may negatively affect employee wellbeing.
A Mental Health Risk Assessment can help organisations recognise potential risks, understand what may be contributing to them and identify practical measures to reduce or manage those risks.
But when is a Mental Health Risk Assessment actually needed?
In this blog, we explore some of the situations where a Mental Health Risk Assessment may be appropriate and how organisations can take a more proactive approach to supporting employee wellbeing.
What Is a Mental Health Risk Assessment?
A Mental Health Risk Assessment is a structured process for identifying workplace factors that could negatively affect an employee’s psychological health and wellbeing.
These risks can come from many aspects of working life, including excessive workloads, long working hours, tight deadlines, workplace conflict, poor communication, lack of control, insufficient support and organisational change.
The purpose of a Mental Health Risk Assessment is not to diagnose a mental health condition. Instead, it focuses on the workplace and asks whether there are factors that could be contributing to stress or other mental health difficulties.
This distinction is important. The aim is to identify potential workplace hazards and consider what can be done to reduce or manage them.
When Does Someone Need a Mental Health Risk Assessment?
There is not always one obvious sign that a Mental Health Risk Assessment is required. Mental health risks can develop gradually, particularly when someone experiences prolonged workplace pressure.
However, there are several situations where an assessment may be worth considering.
When Someone Is Experiencing High Levels of Work-Related Stress
Stress is one of the clearest signs that workplace conditions may need closer attention.
If an employee is consistently struggling with their workload, deadlines, responsibilities or working hours, it may be useful to explore whether their working environment is contributing to the problem.
For example, someone who regularly feels overwhelmed, struggles to concentrate, becomes increasingly irritable or finds it difficult to switch off after work may be experiencing the effects of sustained workplace pressure.
A Mental Health Risk Assessment can help identify whether aspects of their work are contributing to these difficulties and whether changes could be made to reduce the pressure.
When Workloads Become Excessive
A demanding workload does not automatically mean that someone needs a Mental Health Risk Assessment. However, consistently excessive workloads can become a significant psychological health risk.
Consider an employee who regularly works beyond their contracted hours because they cannot complete their responsibilities during the working day. If this continues for months, the ongoing pressure could contribute to stress, exhaustion or burnout.
Rather than simply expecting the employee to cope, an assessment can help managers consider whether workload, staffing levels, deadlines or resources need to be reviewed.
When There Are Signs of Burnout
Burnout can develop following prolonged or excessive workplace stress. Someone experiencing burnout may feel physically and emotionally exhausted, become increasingly disengaged from their work or struggle to maintain their usual performance.
Taking time away from work may provide temporary relief, but it does not necessarily address the underlying cause.
If workplace factors are contributing to burnout, a Mental Health Risk Assessment can help identify what those factors are and whether changes are needed to prevent the situation from continuing.
Following Significant Workplace Changes
Organisational change can introduce new mental health risks, particularly when employees are uncertain about their future or are expected to adapt to significantly different working conditions.
Restructuring, redundancies, new management, changes in responsibilities or the introduction of new systems can all increase pressure.
A Mental Health Risk Assessment can be particularly useful during these periods because it allows organisations to consider potential risks before they result in widespread stress or employee wellbeing problems.
When Workplace Conflict Is Affecting Employees
Relationships and workplace culture can have a significant impact on mental health.
Ongoing disagreements, poor communication, bullying, harassment or difficult relationships with colleagues or managers can leave employees feeling anxious, isolated or unsupported.
Where workplace conflict appears to be affecting wellbeing, organisations should look beyond the individual and consider whether something within the working environment needs to change.
A Mental Health Risk Assessment can help identify the underlying workplace risks and encourage a more preventative approach.
When Absence or Turnover Begins to Increase
Changes in sickness absence, employee turnover or engagement can sometimes provide an early indication that something is wrong within a workplace.
For example, if several people within the same team begin experiencing stress-related difficulties, this could suggest that they are being exposed to common workplace pressures.
High turnover can also be a warning sign that employees are struggling with workload, management, workplace culture or other aspects of their roles.
A Mental Health Risk Assessment can help organisations investigate these patterns rather than treating each employee’s experience as an isolated problem.
When an Employee Raises Concerns
Employees should feel able to raise concerns about workplace stress or their mental wellbeing without fear of judgement.
If someone explains that they are struggling with their workload, working relationships or other aspects of their role, this may be an appropriate time to consider whether a Mental Health Risk Assessment is necessary.
The focus should not be on diagnosing the employee. Instead, the conversation should consider whether something about their work could be contributing to their difficulties and whether reasonable changes could be made.
Does Everyone With a Mental Health Problem Need a Risk Assessment?
No.
A Mental Health Risk Assessment is not automatically required whenever an employee experiences a mental health difficulty. Mental health problems can have many different causes, and not every difficulty will be related to work.
However, if there is an indication that workplace conditions may be contributing to an employee’s difficulties, a Mental Health Risk Assessment can provide a useful way of exploring the situation.
The important question is not simply whether someone has a mental health condition. It is whether there are work-related factors that could be creating or worsening a mental health risk.
Mental Health Risk Assessments Should Not Only Be Reactive
One of the biggest mistakes organisations can make is waiting until an employee reaches crisis point before considering mental health risks.
A more effective approach is to identify potential hazards before they cause significant harm.
For example, an organisation may notice that employees are regularly working excessive hours. Rather than waiting for stress-related absence to increase, managers could review workloads, staffing levels and deadlines to determine whether changes are needed.
This preventative approach is one of the key benefits of a Mental Health Risk Assessment. It allows organisations to address potential problems before they become more serious.
Who Can Carry Out a Mental Health Risk Assessment?
The person responsible for carrying out a Mental Health Risk Assessment should have appropriate knowledge, understanding and competence.
Depending on the organisation and circumstances, this responsibility may involve managers, HR professionals, health and safety personnel or other appropriately trained individuals.
Having the right training can help those responsible understand how to identify psychological hazards, assess potential risks and consider appropriate control measures.
Our Risk Assessing Mental Health course is designed to help employers, managers, HR professionals and others develop the knowledge and confidence needed to take a more proactive approach to managing mental health risks in the workplace.
A Mental Health Risk Assessment Is About Prevention
A Mental Health Risk Assessment should not only be viewed as something to use when an employee is already struggling.
It can form part of a wider preventative approach to workplace wellbeing, helping organisations identify psychological hazards and take action before they develop into more serious problems.
Ultimately, the question should not simply be: “Does this employee have a mental health problem?”
It should also be: “Are there aspects of this person’s work that could be affecting their mental health, and what can we do about them?”
This change in perspective can help organisations create healthier, safer and more supportive working environments.
Learn How to Assess Mental Health Risks in the Workplace
Understanding when someone needs a Mental Health Risk Assessment is an important part of creating a proactive approach to workplace wellbeing.
Our Risk Assessing Mental Health course provides practical guidance on recognising mental health risks, understanding potential workplace hazards and taking appropriate steps to manage them.
Whether you are a manager, HR professional, employer or responsible for workplace health and safety, developing your knowledge of Mental Health Risk Assessment can help you identify potential problems earlier and contribute to a healthier working environment.
Not sure where to start? Book a consultancy with our team to discuss your organisation’s mental health risks and find the right approach for your workplace.