{"id":1262,"date":"2023-01-05T12:29:03","date_gmt":"2023-01-05T12:29:03","guid":{"rendered":"https:\/\/www.quillpr.com\/?p=1262"},"modified":"2023-01-05T12:35:13","modified_gmt":"2023-01-05T12:35:13","slug":"winter-of-discontent","status":"publish","type":"post","link":"https:\/\/www.quillpr.com\/news\/blog\/winter-of-discontent\/","title":{"rendered":"Winter of discontent"},"content":{"rendered":"\n

Mental health has routinely struggled to gain the consideration it deserves and since 2020, the pandemic has only exacerbated the situation for people of all ages, in schools, colleges and in the workplace.<\/p>\n\n\n\n

When writing on the economy many national newspapers are claiming the phrase \u2018winter of discontent\u2019 and there are parallels to when the phrase was used to describe the winter of 1978\/79 when the UK was beset by cold weather and striking workers. And here we are this winter facing \u2013 well, slightly warmer weather than we have had \u2013 but still strikes and threatened strikes.<\/p>\n\n\n\n

It seems especially cruel that these strikes, these grievances on the part of many workers \u2013 some financial, some practical in how lack of resources impact on how they can do their jobs \u2013 has forced them to, in turn, impact the first Christmas and New Year when we should have been free to travel and associate, after the restrictions of the pandemic.<\/p>\n\n\n\n

It is well accepted that COVID-19 had an impact on the mental health of many. One might hope as we steer a course away from the worst ravages of the pandemic (notwithstanding those with long-COVID symptoms and grieving the loss of loved ones) that some equilibrium will return in how we work and how we play.<\/p>\n\n\n\n

While a pandemic, a cost-of-living crisis and a war in Europe may all have meant many folk have found themselves struggling, there have always been mental health problems for individuals \u2013 at home and in the workplace and for myriad other reasons.<\/p>\n\n\n\n

For employers, mental well-being in the workplace is being talked about more. The inference of course is that \u2018mental health\u2019 is a problem and that running alongside it is ‘mental healthy’. This, ie, the acknowledgement of mental health problems<\/em> is a good thing but that doesn\u2019t mean it is easy to recognise or deal with it.  The business cost of poor mental health amongst employees is increasing and in 2022 the cost for UK employers rose to \u00a356 billion, according to Deloitte<\/a>. <\/p>\n\n\n\n

So without putting it down to a financial cost issue alone (although if it works to get it addressed, so be it) it needs to be recognised that \u2018mental health problems are no longer ones we pretend do not exist or are conditions to be ashamed of or scared of.  They are to be talked about. <\/p>\n\n\n\n

For the employer there has to be a discussion of what resources to put in place for employees. Most employers with human resources departments will have these covered, which is not to say it is easy for the average line manager to spot a team member struggling \u2013 or even for that team member to.<\/p>\n\n\n\n

There are many sources of advice from charities and employer\/employee institutions.<\/p>\n\n\n\n

The Chartered Institute of Personnel and Development<\/a> has much to offer on wellbeing at work and understanding \u2018the links between work, health and wellbeing, and the role of stakeholders in adopting an organisational approach to employee wellbeing. <\/p>\n\n\n\n

And the Health and Safety Executive in its Management Standards<\/a> highlights key areas of work design \u2018that, if not properly managed, are associated with poor health, lower productivity and increased accident and sickness absence rates\u2019:<\/p>\n\n\n\n