The Scottish Government

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It Pays to Look After Your Workforce

The average hidden cost of recruiting a new employee is estimated to be in excess of £5,000.

Angela Mortimer Recruitment Consultants

In excess of 50% of people treated badly by a potential employer will go on to not buy goods or services from that organisation.

Greg Pitcher of Personnel Today

The average annual costs of output losses in the Scottish economy that result from the adverse effects of mental health problems on people's ability to work was estimated at £2,378 million.

SAMH 'For What It's Worth'

Awards to employees who make claims under the Disability Discrimination Act can be substantial. In a recent case one company was ordered to pay £529,000 to a former employee when it was found to have discriminated against him.

Employers Forum On Disability

The Estimated Cost of Wellbeing in the Work place PRICELESS

Key Messages:

• Promoting wellbeing at work will help keep people at work and contribute to a reduction in sickness and absence.
• Work places that promote and support good health are flexible and have supportive management practices.
• Promoting wellbeing at work is the responsibility of both employers and employees. It is about promoting a culture of wellbeing as well as about providing support for individuals.
• If employers pay attention to employees' health and wellbeing they will not only save money, but they will also avoid prosecution under disability legislation and improve productivity.

Case Study:

Four telecoms branches of the Communication Workers Union in Scotland and one of their main employers, Openreach in Scotland (part of the BT-group), have all signed the 'see me' anti-stigma pledge. This makes a public commitment to tackling the stigma and discrimination associated with mental ill-health, and encourages openness about mental health issues. Following the pledge signing, line-managers and union representatives have been jointly attending mental health awareness training, so that they will both feel better equipped to promote wellbeing and feel confident to discuss mental health-related issues with their staff and their members.

In addition, a lot of awareness-raising materials have been made available across the workplace and both the staff and managers have been encouraged to make more use of BT's existing wellbeing support structures, which may have been underused due to the fear of stigma and discrimination.

Links to further information:

• http://www.tacklementalhealth.org.uk
  Shaw Trust resource "Managing mental health at work".
• http://www.shaw-trust.org.uk
  Shaw Trust, providing a range of national and local training and work opportunities for disabled people in the labour market.
• http://www.samh.org.uk
  SAMH, the mental health charity, providing a range of information, e.g. on reasonable adjustments.
• http://www.sdcmh.org.uk
  Scottish Development Centre for Mental Health, providing research and development support.
• http://www.seemescotland.org.uk
  Scotland's anti-stigma campaign - 'Get Involved'.
• http://www.healthyworkinglives.com
  Advice Line 0800 019 2211
• http://www.stuc.org.uk and www.tuc.org.uk
  For information and copies of the 'Mindful Employer'.
• http://www.jobcentreplus.gov.uk
• http://www.hse.gov.uk/stress/index.htm
  The Health and Safety Executive ( HSE) produces a range of publications around stress and managing absence.
• http://www.shift.org.uk/employers.html
  Shift - A Department of Health Initiative.

About the Scottish Mental Health and Employment Network

The Scottish Mental Health and Employment Network was set up in 2008 by a range of government and non-government organisations committed to improving the mental health of Scotland's population and supporting the recovery of individuals who have experienced mental health problems in relation to employment. It recognises the evidence that employment is good for health, and supports the ethos of recovery which states that everyone's recovery journey is individual. This means, it views work as one of the most empowering and effective options that should be available to people in support of their recovery. The network's aim is to raise awareness of the need to increase and improve the support available for people with mental health problems who are in employment, or for those thinking about work. The network recognises that not all jobs or work environments support mental health, and it aims to encourage mentally healthy workplaces where everyone's mental health and wellbeing is promoted. It works through sharing good practice and communicating key messages around mental health and work to a variety of audiences. The network includes individuals with personal experience of mental health problems.

For more information see: www.employabilityinscotland.com.

Contact for more copies:

workforceplus@scotland.gsi.gov.uk

If you would like to know more about supporting people with mental health problems into or within work...

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In accordance with the principles of the Data Protection Act 1998, we will not disclose any information about you outwith the organisation without first seeking your permission.

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