Supporting the Mental Health at Work Commitment

Standard 1 involves: 

• Devising, implementing and communicating a mental health at work plan 

• Showing senior level ownership and accountability with a clear reporting governance structure 

• Regularly monitor employee mental health and wellbeing 

• Gather employee feedback and make improvements based on feedback 

CIPD resources  

• Mental health in the workplace  

Explores mental health issues in the workplace focusing on supporting employees’ mental health.  

• Stress in the workplace  

Outlines how to identify the signs of stress, address stress at work, and distinguish between stress and pressure  

• Workforce reporting  

Explores defining, measuring and reporting human capital, and the value of external workforce reporting   

• People analytics 

Explores what people analytics is, different types of HR data, and the importance of people analytics strategy and process 

• Supporting mental health at work    

Provides information, practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees   

• People data and scientific evidence   

A collection of CIPD content on using data and research evidence to drive effective decision-making and performance   

• Employee resilience: an evidence review 

Research explores the meaning of employee resilience and the key factors that protect or reinforce resilience  

Standard 2 involves: 

• Ensuring employees have good physical workplace conditions 

• Offering ways for employees to give feedback on how work design, culture and conditions contribute to poor mental health 

• Reviewing the impact that activities like organisational design and redesign, job design, recruitment, working patterns, email, “always-on” culture, and work-related policies have on employees 

• Working to ensure employees have good work-life balance and ability to work flexibly and in an agile manner. 

• Looking to encourage openness throughout employment (including during recruitment) so that appropriate support can be put in place. 

CIPD resources 

• Wellbeing at work 

Understand the links between work, health and wellbeing, and the role of stakeholders in adopting an organisational approach to employee wellbeing  

• Job design  

Explore the purpose and evolution job design, the role of effective job design in creating good work, and assessing job quality  

• Flexible working practices 

Explore the benefits of flexible working, the types of arrangements commonly used and gives practical tips on implementing flexible working practices  

• Health and safety at work  

Outlines employers’ health and safety obligations in the UK 

• Getting the most from remote working  

Top tips that will help you and your team get the most out of homeworking 

• Recruitment: an introduction 

This factsheet looks at the main stages of the resourcing and recruitment process, from defining the role to making the appointment   

• Planning for hybrid working 

Advice on how organisations can begin to prepare for a return to the workplace and a longer term move to hybrid working  

• In it for the long haul: supporting employee health and wellbeing 

Watch a video and download the slides from our webinar on how you can provide ongoing support for the health and wellbeing of your employees, including those living with long COVID (recorded in December 2020) 

Standard 3 involves: 

• Increasing awareness and challenging stigma to change the way people think and act about mental health 

• Supporting employees to champion mental health and positively role model good practice in the workplace 

• Highlighting the support available to employees and encouraging open conversations about mental health 

CIPD resources 

• Mental health in the workplace  

Explores mental health issues in the workplace focusing on supporting employees’ mental health  

• Employee communication  

Looks at building an effective internal communication strategy, from tailoring communications and engaging managers to using social media and developing two-way dialogue 

• Supporting mental health at work 

Information, practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees 

• General guidance on managing and supporting employees who are experiencing domestic abuse, our advice on bereavement and resources on managing drug and alcohol misuse so that employees understand the support available to them.  

• Offering compassionate bereavement support 

Watch a webinar recording and download slides to explore how organisations can best support bereaved employees in a compassionate and individual way (recorded February 2021)  

• Managing conflict, bullying and harassment at work 

Video recording and downloadable slides offering expert advice on how to handle conflict at work and adopt a zero-tolerance approach to unfair treatment (recorded December 2020) 

Standard 4 involves: 

• Improving mental health literacy of all staff and offering ways for staff to learn how to manage their own mental health 

• Making sure staff are able to have effective conversations about mental health and providing signposts to support 

• Training managers to they are able to spot and support mental health issues in the workplace 

• Ensuring managers have support to manage mental health in all areas of their role, including during staff inductions, one-to-one meetings, team meetings and return-to-work meetings. 

CIPD resources  

• Supporting mental health at work 

Guidance containing information, practical advice and templates to help managers facilitate conversations about stress and mental ill health with employees    

• HR wellbeing: looking after yourself and your HR teams  

Watch a video and download the slides from our webinar where experts advised on protecting the health and wellbeing of people professionals (recorded in May 2020)  

• Mental health in the workplace 

Explores mental health issues in the workplace focusing on supporting employees’ mental health   

• Absence management 

Refer to our resources on managing absence and support a return to work to ensure these processes protect mental health   

• Manager support 

Make use of our manager support materials to ensure line mangers are equipped to support the mental health and wellbeing of their teams 

Standard 6 involves: 

• Identifying and tracking key measures to use in internal and external reporting 

• Measuring activity carried out and its impact using external frameworks such as the Business in the Community Responsible Business Tracker and Mind’s Workplace Wellbeing Index. 

CIPD resources 

• Health and wellbeing at work 

Annual survey exploring health, wellbeing and absence in UK workplaces   

• People analytics  

Collection of CIPD resources looking using data and research evidence to drive effective decision-making and performance  

• Workforce reporting 

Understand defining, measuring and reporting human capital, and the value of external workforce reporting   

• People analytics factsheet 

Understand what people analytics is, different types of HR data, and the importance of people analytics strategy and process