In a modern office where the phone is constantly ringing and emails are constantly coming in, it is easy to overlook the silent signals from employees. But these very signals can indicate something deeper: mental illness. According to the latest "Psychreport" from DAK, mental illness has increased significantly in recent years. The figures are alarming: the number of days of absence from work due to mental illness peaked again in 2023, with the number of cases of incapacity to work rising by 21 per cent year-on-year to 9.9 cases per 100 insured persons. But the number of unreported cases could be even higher. Because when your back hurts, the cause often lies deeper than just physical strain.
Challenges for companies
Companies are faced with the challenge of recognising this silent epidemic and acting accordingly. Mental illness not only has an impact on the well-being of the employees affected, but also on productivity and the working atmosphere. Employers must consciously address this issue and take appropriate measures.
Prevention and intervention
A proactive approach is essential. Companies should provide holistic offers - for intervention and prevention. These range from general health management to practical advice on caring for relatives. Such measures help to prevent employees from slipping into severe mental stress in the first place.
Cooperation between HR and managers
I believe it is essential that HR departments and managers work hand in hand. One-to-one meetings, external counselling services and conflict moderation are just some of the many options that can help employees. Some companies have already integrated external experts who employees can call on if necessary.
Large companies: Interdisciplinary teams
Larger companies have the option of establishing an interdisciplinary team or even an entire department for health and social affairs. These teams can coordinate and bundle the various measures across the company to ensure standardised and effective support.
Equivalence of mental and physical illnesses
Even if there is still a long way to go, mental and physical illnesses should be regarded as equally important. However, it can take longer to recover from mental illness, which is why it is all the more important to take such illnesses seriously. Managers should ensure that colleagues and employees are sensitive to these issues and promote a culture without stigma.
Support from the works council
The works council can also play an important role. Employees often turn to the works council when they have problems. Close co-operation and training on mental health issues can be extremely helpful.
Training and sensitisation
Training courses for managers, HR departments and works councils are groundbreaking. Topics such as recognising signs of mental illness, reacting appropriately, referring to specialists and self-care should be covered regularly. This ensures that everyone involved is well prepared and knows how to protect themselves so that they don't take all the problems home with them.
Solutions for small and medium-sized companies
For small and medium-sized companies that cannot afford their own department, it is advisable to set up a network of external specialists. These can be called in as required and offer a cost-effective solution for supporting employees.
In favour of a culture of openness
Mental illness in the workplace is a serious challenge. However, with a conscious and proactive approach, companies can not only promote the well-being of their employees, but also improve their own productivity and the working atmosphere. A culture of openness and support can make all the difference.