Promoting mental well-being in the workplace: A European policy perspective

Abstract

The nature of the workplace continues to change as Europe adapts to the challenges of competing in a global marketplace. Across the European Union there is a trend of increasing absenteeism and early retirement due to mental health problems, particularly stress and depression. The social and economic costs of lost productivity in Europe are substantial. Moreover, the sustainability of social protection systems may be challenged further by increases in the levels of disability benefits paid to people who have left work on grounds of poor mental health. Yet despite these significant consequences, at both national and pan-European levels, decision-makers have been slow to recognise the importance of promoting mental health within the workplace, although recently there have been some positive developments. This paper outlines some of the socio-economic arguments for the promotion of good mental well-being in the labour force and identifies how they link with different national and European policy agendas around four key issues: economic growth and development, the promotion of a high level of public health, sustainability of social welfare systems and social inclusion. The role and activities to promote mental well-being in the workplace undertaken by both national and international organizations in Europe are outlined along with important gaps and challenges that need to be addressed.

Is poor mental health a risk factor for retirement? Findings from a longitudinal population survey

“…This study indicates that greater recognition and accommodation of the limitations caused by psychological distress and health problems in the workplace may facilitate workforce participation in this group among at-risk individuals [53]. It may also be advantageous to apply existing health promotion and prevention efforts within the workplace to this population specifically [54]. In contrast, activities that aim to prolong workforce participation amongst older adults may focus on other contributors to retirement decisions, such as job satisfaction and workplace conditions.…”

Individual and contextual correlates of managers' attitudes toward depressed employees

“…Other research has estimated that about one-third of the economic cost of depression to society can be attributed to work disruptions and lost productivity (Sullivan, 2005). Research in Europe has linked depression to impaired work performance, decreased workplace safety vigilance (Haslam, Atkinson, Brown, & Haslam, 2005), high levels of absenteeism, and early retirement (McDaid, Curran, & Knapp, 2005). Consequently, depression has been labeled "the occupational disability of the new millennium" (Raderstorf, 2001, p. 57), creating increased imperative for organizations to help prevent and manage this condition (Dewa, Lesage, Goering, & Craveen, 2004).…”

Meta-analysis of the effects of health promotion intervention in the workplace on depression and anxiety symptoms

“…It is increasingly argued that the utilization of the workplace as a site for the delivery of interventions designed to prevent, screen for, or treat depression and anxiety among employee populations (20) is both logistically attractive, since the workplace provides access to a large proportion of the adult population, and a socially responsible corporate strategy (21). Moreover, recent research has linked depression to impaired work performance (22), workplace safety (23), and high levels of absenteeism and early retirement (24); therefore, there is currently considerable financial imperative for organizations to contribute to its prevention and management (25).…”