Work-Related Mental Ill Health on the Rise Across Great Britain
New data released by the Health and Safety Executive (HSE) paints a stark picture of the state of mental health in Great Britain's workplaces. The annual statistics for 2022/23 indicate a significant rise in work-related stress, depression, and anxiety, affecting an estimated 1.8 million workers. This figure represents a concerning increase from previous years and underscores the growing pressure on employers to prioritise mental wellbeing.
According to the HSE report, approximately 9.0 million working days were lost due to work-related stress, depression, or anxiety in 2022/23. This equates to an average of 17.1 days lost per case, a substantial impact on productivity and a clear indicator of the severity and duration of these conditions. The report highlights that professions with high demands, low control, and a lack of support are particularly vulnerable.
Speaking on the findings, a spokesperson for the HSE emphasised the importance of proactive measures. "These statistics are a sobering reminder that mental health must be treated with the same gravity as physical safety in the workplace. Employers have a legal and moral duty to manage risks to mental wellbeing, just as they do for physical hazards. Failing to do so not only impacts individual lives but also carries significant economic consequences."
Key Findings from the HSE Report:
- Total Cases: An estimated 1.8 million workers suffering from work-related stress, depression, or anxiety.
- New Cases: Approximately 875,000 new cases of work-related stress, depression, or anxiety in 2022/23.
- Working Days Lost: 9.0 million working days lost due to these conditions.
- Average Days Lost Per Case: 17.1 days per case, on average.
- Main Causes: Workload pressures (including tight deadlines, too much responsibility, and a lack of managerial support) remain the primary cause, followed by a lack of support and organisational changes.
The Broader Context: A National Challenge
The HSE's findings align with broader trends observed across the UK and Ireland. Mental health charities and organisations have consistently called for greater investment and strategic approaches to workplace wellbeing. In Ireland, the Health and Safety Authority (HSA) similarly stresses the importance of psychosocial risk management. While specific comparable HSA statistics for 2022/23 are still emerging, previous reports have highlighted similar challenges, with stress, anxiety, and depression being significant contributors to absenteeism and presenteeism.
The COVID-19 pandemic and the subsequent shifts in working patterns, including the rise of remote and hybrid work, are believed to have exacerbated existing pressures. The blurring of lines between work and home life, increased isolation for some, and ongoing economic uncertainties have all contributed to a complex landscape for mental wellbeing.
Organisations such as Mind and Mental Health UK have been vocal advocates for systemic change, urging employers to move beyond reactive measures and implement comprehensive mental health strategies. These strategies often include mental health first aid training, confidential counselling services, clear communication channels, and a culture that encourages open discussion about mental health without stigma.
Related training: If you are looking to qualify as a trainer in this area, see confined space trainer courses or explore lone worker safety training for nationally recognised UK and Ireland qualifications.
Employer Responsibilities and Best Practice
Under the Health and Safety at Work etc. Act 1974 in Great Britain, employers have a legal duty to protect the health, safety, and welfare of their employees. This includes managing risks to mental health. The HSE provides clear guidance on how to achieve this, emphasising a risk assessment approach:
- Identify the Hazards: Recognise potential stressors in the workplace (e.g., excessive workload, poor communication, bullying).
- Who Might Be Harmed: Consider which employees or groups are most at risk.
- Evaluate the Risks: Assess the likelihood and severity of harm.
- Record Findings and Implement Controls: Document the assessment and put in place measures to eliminate or reduce risks (e.g., workload management policies, improved line manager training, regular one-to-one discussions).
- Review and Update: Regularly review the effectiveness of controls and update as necessary.
In Ireland, the Safety, Health and Welfare at Work Act 2005 places similar obligations on employers to ensure, so far as is reasonably practicable, the safety, health, and welfare at work of all employees. The HSA’s Code of Practice for Preventing and Addressing Bullying at Work, while focused on bullying, also provides a framework for creating a psychologically safe workplace, which is crucial for overall mental wellbeing.
The business case for investing in mental health is also compelling. Beyond legal compliance and ethical considerations, studies have shown that for every £1 invested in mental health interventions, employers can see a return of £5 in terms of reduced absenteeism, presenteeism, and staff turnover. This highlights that robust mental health strategies are not just a cost, but a valuable investment.
As the HSE's latest figures demonstrate, the challenge of work-related mental ill health is growing. It requires a concerted effort from employers, employees, and regulatory bodies to foster workplaces where mental wellbeing is genuinely supported and prioritised. For organisations seeking to enhance their understanding and management of workplace health and safety, including mental wellbeing, Abertay Training offers a range of accredited courses and resources. More information can be found at https://www.abertaytraining.co.uk.