This document discusses the impacts of COVID-19 on mental health and outlines steps employers can take to support employees. It defines mental health and wellbeing according to the WHO. Research shows COVID-19 can increase fatigue, anxiety, isolation and substance misuse. Employers should consult with employees on returning to work, conduct risk assessments, follow safety guidelines and support employees working from home or in isolation through regular contact.

1. “Psychosocial Awareness
Amidst Covid-19 Seminar”

2. A Definition
 Mental health is a state of wellbeing in which an
individual realises his or her own abilities, can cope
with the normal stresses of life, can work
productively and is able to make a contribution to
his or her community (World Health Organisation).
 Mental health includes our emotional, psychological,
and social wellbeing.
 It affects how we think, feel, and act. It also helps
determine how we handle stress, relate to others,
and make choices.
 Work can have a huge impact on mental health – it
can promote wellbeing or alternatively it can trigger

3. HOW WILL COVID-19 AFFECT OUR MENTAL
HEALTH
 We do not yet know exactly what the impacts will
be.
 There are many factors to consider including
lockdown and on-going restrictions such as social
distancing.
 Fear of contracting the virus or feel anxious about
family and friends or fear of losing their job.
 Many will have suffered bereavements

4. HOW WILL COVID-19 AFFECT OUR MENTAL
HEALTH
1. Early research into health impacts include:
Fatigue
Musculoskeletal conditions
Poor work life balance
Reduced exercise
Increased substance misuse
2. Employees have been reporting:
Reduced motivation and
Loss of purpose
Anxiety and isolation
3.Evidence from previous quarantine situations
suggests there are long term effects on mental health.

5. HOW WILL COVID-19 AFFECT OUR MENTAL
HEALTH
 A recent survey showed that mental health
challenges show themselves in several ways.
 More than half say they are more emotionally
exhausted, feel increased sadness or are more
irritable.
 Employees report these symptoms have increased
since COVID-19 outbreak began.

6. EMPLOYEES IN SELF-ISOLATION (ANECDOTAL EVIDENCE)
 Missing routine, sleeping in later and days merging into one. Need to get
back to normal.
 Feeling lonely (those that live alone).
 Cant wait to get back to work as 24/7 childcare and home schooling very
stressful.
 Feel safer at home. Some expressed concern about lack of social
distancing at work.
 Confused about whether they can leave 12 weeks isolation (those
shielding).
 Completely forgotten about by their employers and only point of contact
was the Welfare Call.
 Rather work at home because as effective, if not better, use of time.
 Has been a time to catch up, relax, enjoy the weather and spend time

7. RELEVANT LEGISLATION
 The Employment Rights Act 1996
Protects employees by providing that dismissal
shall be automatically unfair where the reason for
dismissal is:
―for designated health and safety activities
―of health and safety representatives or
committee members
―for raising health and safety concerns through
other reasonable means
―for leaving or staying away from dangerous
workplace
―for taking action to prevent danger

8. DUTY OF CARE
 Supporting the mental health and wellbeing of
those employees who continue to work ‘as
normal’.
 Supporting those who are working from home.
 Maintaining contact and supporting those who are
currently furloughed or self isolating.

9.  THE CHALLENGES
 The complex nature of mental health and wellbeing
means there is no single solution for supporting a
return to work.
 It is now clear that the return will be gradual and
phased with a degree of continued homeworking.
 Employees may also be working a range of shift
patterns and hours to allow for effective social
distancing.

10. PLANNING TO RETURN TO WORK
1. Employers should consult with staff about returning to
work. This includes:
Trade union representatives
Employee representatives
Health and safety representatives
2. Employers should also check any agreements that they
have with a trade union or employee representatives to
see if they must formally consult.
3. Employees should be ready to return to work at short
notice, but employers should be flexible where possible.

11. MAKING THE WORKPLACE SAFE
 Employers must make the workplace as safe as
possible for staff, customers and anyone else who
visits. To do this employers must:
Encourage staff to work from home, wherever
possible
Do a ‘risk assessment’ to identify what might cause
harm and take reasonable steps to prevent it
Follow government guidelines on working safely
during coronavirus
 Keep close to the Health and Safety Executive!