July-August . 2024 | The HEALTH

driver of social equality and inclusion . Employees who prioritise their mental well-being are better equipped to engage in productive work , contribute positively to their communities , and lead fulfilling lives .

Safe and healthy working environments are a fundamental right and are essential for enhancing job performance , increasing employee retention , and reducing workplace conflict . This focus on mental health also supports economic development ( WHO & ILO , 2022 ), as mentally healthy individuals are more productive and satisfied with their jobs .

By addressing mental health challenges , societies can alleviate the economic burden associated with these conditions and promote overall economic growth and stability .

TIME FOR TRANSFORMATION

Mental health refers to emotional , psychological and social well-being . It influences how we think , feel and behave . At the workplace , employee ’ s mental health and well-being play a vital role in their overall job performance , productivity and satisfaction ( Fortunisa & Darmawan , 2022 ).

A healthier mind leads to a more vibrant and productive workplace . Realising the impacts and benefits , the revolution of mental health in the workplace needs to be accelerated to ensure that all employees can thrive in a supportive and mentally healthy environment .

This urge to action is also profoundly embedded in the Quran and Hadith , which highlight the importance of good mental health , compassion , empathy , and caring for one another . It is time , indeed , to transform the way we think about mental health at work and put it into action ! – The HEALTH

PREVENT WORK-RELATED MENTAL HEALTH ISSUES

• Legal and policy frameworks : Governments should collaborate with organisations to include provisions on mental health at work . An organisation may develop new or review and revise existing employment and Occupational Safety and Health ( OSH ) policies ( WHO , 2022 ). This initiative aims to ensure that the definition of occupational health always covers both physical and mental health .

• Training and awareness : Provide education training for managers and workers to enhance mental health literacy , identify early indicators , and take appropriate action ( WHO , 2022 ). This encourages employees to identify psychosocial hazards and get advice on any action they take when they have mental health issues .

• Psychosocial risk management : Potential psychosocial risks at work include stress , violence , bullying , harassment , discrimination , and job insecurity . These can be managed by preventing psychosocial risk factors at work through organisational interventions ( WHO , 2022 ). Examples include safe staffing levels , achievable deadlines and targets , and flexible working arrangements . This intervention may assist in reducing emotional distress while increasing employee productivity , performance , and job satisfaction .

PROTECT AND PROMOTE MENTAL HEALTH AND WELL-BEING

• Manager training : Provide training for managers to recognise and respond to emotional distress appropriately ( WHO , 2022 ). Encourage them to foster a supportive work culture and advocate for mental health measures . This training should improve managers ’ interpersonal skills and their ability to prevent discrimination in the workplace .

• Employee training : Provide training for employees in mental health literacy and awareness to improve their perception of mental health . This can foster a culture of seeking help and giving help , especially among colleagues , and combat stigma ( WHO , 2022 ). Employees should be exposed to their rights and the mental health policy provided at work . Individuals who have been through mental health issues might be very effective , as they can share their experiences and tips to overcome them .

• Individual interventions : Provide activities and resources that may assist employees in developing personal stress-management skills ( WHO , 2022 ). It can be stress management workshops , mindfulness training , halalan toyyiban living workshops and access to counselling services . This helps them reduce the symptoms of mental health conditions as well as improve their mental health .

SUPPORT PEOPLE WITH MENTAL HEALTH ISSUES

• Reasonable accommodations : Reshaping working environments that are tailored to employees ’ needs . In practice , these are parts of organisational intervention , but they are used to address the barriers that employees encounter rather than the entire organisation ( WHO , 2022 ). Examples include private areas for relaxation or medication and job redesign to reduce interaction with clients when employees find it too stressful .

• Return-to-work programmes : Combining work-directed care with clinical care to assist employees in returning to and maintaining employment after a mental health-related absence ( WHO , 2022 ). It aims to ensure their safety is maintained and help them overcome their disability and pain .

• Supported employment initiatives : Improving vocational and economic inclusion for affected individuals by implementing immediate paid work and ongoing assistance support from health , social , and employment services ( WHO , 2022 ) ​ . It is an approach that ‘ places and trains ’ them straight into employment rather than ‘ train and place ’ ( Medical Development Division , Ministry of Health Malaysia , 2022 ).