Safety Update - Workplace First Aid - A Practical Approach for SMEs

Over the past 10 years, there has been an increasing awareness of the effects of stress, unhappiness and genuine mental illness at work. From an organisation’s point of view, an unhappy workplace is rarely as effective as it can be.

But since the Covid pandemic, all of these issues have been bundled into one catch all term - Mental Health. And, many different organisations are picking up the subject, with initiatives that are well meaning, but can be used by employers as simple box ticking exercises.

St John’s Ambulance has declared 2025 as the year of holistic workplace health. And, they argue that UK businesses must shift their approach to first aid. Traditional first aid training, which focuses primarily on physical injuries, is no longer sufficient if you want to foster a healthier and more productive workforce.

The Business Case

Prioritising mental wellbeing is not only good for employee welfare, but can also make financial sense. According to the Health and Safety Executive (HSE), in 2022/23 875,000 employees experienced work-related stress, anxiety, or depression, leading to 17.1 million lost working days. The estimated annual cost to the UK economy due to workplace mental health issues stands at a staggering £177.8 billion.

Mental Health First Aid

A lot has been talked about this subject, and a formal structure may well be appropriate for large organisations. But for a small cafe employing just a few people? It is probably more appropriate that the subject is talked about openly and that everyone, especially Management, opens their eyes and looks out for the signs.

Many employers are good at recognising signs of mental distress, offering initial support, and guiding employees to appropriate professional help. Which is what the more formal Mental Health First Aid is designed to do.

Three Key Steps for SMEs to Strengthen Mental Wellbeing

1.       Identify Workplace Stressors and Implement Support Measures

Many mental health challenges stem from work-related stress that can arise from e.g. excessive workloads, unrealistic deadlines, poor working relationships, lack of control of the job demands. SMEs can take the following steps to mitigate them:

• Introduce flexible working options to accommodate employees dealing with stress or anxiety.

• Adjust deadlines and workloads where feasible to prevent burnout.

• Modify workspaces to provide quieter, focused environments for those who need them.

2.       Train Leaders to Recognise Mental Health Challenges

Managers play a critical role in supporting employee wellbeing. Training them to identify and respond to mental health issues can make a significant difference.

• Provide mental health awareness training to equip Managers with the skills to spot early warning signs, and talk comfortably with employees about poor mental health.

• Encourage regular check-ins and open discussions about wellbeing and mental health to reduce stigma.

• Create an environment where employees feel safe to seek help and support.

3.       Promote Mental Health Awareness and Open Conversations

Raising awareness and fostering an open dialogue around mental health helps reduce the perceived stigma that can still be associated with poor mental health, by simply normalising discussions and providing support-seeking behaviour.

• Provide access to employee assistance programmes (EAPs) or other wellbeing resources such as appropriate counselling.

• Organise wellbeing initiatives, such as stress management workshops or mindfulness sessions.

Actionable Steps for Employers:

• Review current first aid provisions and integrate mental health initiatives.

• Mental Health First Aiders - enrol a few willing volunteers on the course to add to their existing skills, and make sure all of the workforce is made aware of who they are and their role.

• Adapt working conditions to support employees dealing with stress and mental health challenges.

• Train Managers and Supervisors to identify and assist employees facing mental health difficulties and involve a mental health first aider, if there is one, who can offer to act as a potential advocate and supporter for the employee.

• Encourage a workplace culture where employees feel comfortable discussing mental health.

By taking these steps, your organisation can create a supportive and productive workplace. Making your workforce's mental health a priority in 2025 will not only enhance employee wellbeing, but will also contribute to business resilience and success.

The guidance provided in this article is just that - guidance. Before taking any action, make sure that you know what you are doing, or call an expert for specific advice.