We provide Governance Solutions ;Workforce Solutions ; Management Solutions
to improve psychological wellbeing at work.
What is the Blue Approach ?
The Blue Approach Ltd specialises in providing the support to reduce sickness absence, increase performance, reduce turnover of staff and ultimately increase the company profit.
We can equip you with the skills and knowledge to increase psychological wellbeing in the workplace; provide information, advice and guidance; along with case management solutions if problems arise.
The financial costs of mental ill health in your workplace
There will be three main causes of the costs to your business because of the mental wellbeing of your employees. These are:
The Centre for Mental Health estimates that mental health costs UK business £26 billion each year: that is the equivalent to £1035 for every employee across the UK.
Mental health conditions and stress are the biggest cause of sickness absence, with 70 million days lost per year in the UK, but this is just the tip of the iceberg.
By far the largest cost, almost two thirds, is because of underproductive staff. This ‘presenteeism’ is most common in higher-paid staff who choose to come into work when they are not well rather than take time off sick. If these key staff members underperform, the cost to business is substantial.
However, positive steps to improve the management of mental health in the workplace will enable employers to save at least 30% of the cost of lost production and staff turnover.
Contact us today to start your business’ blue approach
Your legal responsibilities to employees with stress and mental health conditions
The main areas of legislation that relate to the mental well-being in the workplace are:
Equality Act: Your responsibilities
This Act brings together a range of anti-discriminatory law and includes protection for people with mental health conditions ‘where the impairment has lasted or expect to last 12 months and where there has been substantial adverse effect’. It covers the whole employment process including recruitment, the terms and conditions of employment, the period when the person is employed, promotion, redundancy and the termination of employment.
There is an expectation on the employer to make ‘reasonable adjustments’ to enable the employee to carry out their duties. What is considered reasonable will vary depending on the size of your organisation, the practicalities of the adjustments required, how effective the adjustment will be and the disruption caused.
Health and Safety: Your responsibilities
The Health and Safety at Work Act requires employers to provide a workplace that is safe and healthy and ensure employees do not suffer from illnesses caused by work-related stress.
The Management of Health and Safety at Work Regulations requires employers to be active about identifying risks. Thus a risk assessment is required to assess issues relating to health & safety – including stress – and make sure there are adequate controls in place to deal with the issue. If there is a ‘reasonable likelihood’ that stress could cause ill health, employers also have to provide health surveillance for affected staff.
The HSE Offences Act does not alter the responsibilities of employers but it does give the courts a wider range of hearing the case and of sentencing. Previously most breaches of health and safety regulations were subject to a fine not exceeding £5,000 in the Magistrates Courts. This Law significantly increase the maximum fine to £20,000. Plus certain offences, that were previously only triable in the Magistrates Courts, are now triable in Crown Courts too, and can result in a real possibility of two year jail sentences being imposed which can be accompanied by an unlimited fine.