Production photo June 2022: Mental health affects employee retention Fisher Phillips

The challenges facing manufacturers seem to be increasing with each passing day, and the results of a recent FP Flash study show that mental health in the workplace can be added to this list. Not only have supply chain disruptions, rising costs for everything from energy to toilet paper, labor shortages and increased turnover put enormous pressure on manufacturers in every industry, this pressure is also putting increasing pressure on your employees. What can employers take from this study and what can you do about this increasingly challenging issue?

The results of the study paint a challenging picture

According to the latest FP Flash study, employers see increased requests for mental health placements and also see the impact of mental health problems, which is negatively affecting their efforts to retain employees. Some of the more interesting results related to the manufacturing industry:

  • 41% of employers in the industry say that mental health challenges have had a negative impact on employee retention efforts over the past two years.
  • 10% of manufacturers have noticed an increase in legal claims and claims related to mental health and well-being since the beginning of the pandemic.
  • 28% of manufacturers have received an application for work from home based on a claim of anxiety or other mental health problem in the last two years.
  • 31% of employers in the industry have seen an increase in demands for reasonable accommodation related to mental health and well-being over the same period.

In addition, according to the Equal Employment Opportunity Commission, claims by the Americans with Disabilities Act (ADA) based on anxiety disorder and post-traumatic stress disorder have doubled in the last 10 years from 7.1% to 16.7% of claims. of the ADA.

What can you do about it?

Manufacturers dealing with mental health in the workplace need to follow a fine line between promoting mental health and wellness initiatives and adequately addressing the specific needs of employees to place mental health in the workplace. Employers in the industry should review the 10 steps to your employees’ mental health for guidance on what steps to take. These steps provide a solid foundation for dealing with mental health problems in the workplace, but should be reviewed with your workplace attorney before initiating them to avoid creating legal liability under anti-discrimination laws. Brief summary of the steps:

  1. End of stigma: End the stigma associated with mental health problems by starting conversations in the workplace appropriately.
  2. Collect input: Understand the unique stress that affects your workplace.
  3. Define the landscape: Determine how your company culture maintains positive mental health.
  4. Smooth the road: Removing barriers to employees seeking help.
  5. Take stock: Find out your company’s available resources for dealing with mental health issues.
  6. Promote resources: Communicate with the entire workforce about resources and how to access them.
  7. Train accommodation managers: Train managers on the interactive placement process, especially when dealing with mental health issues.
  8. Consider working from home: Consider WFH options on a case-by-case basis.
  9. Stay in your lane: Respect employee privacy and offer resources without caring about details.
  10. Be there: A company is limited in what an employee can ask about potential disability, there are ways in which an employer can express concern and offer help without breaking the law. Again, consulting your workplace attorney can help develop legal parameters.

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