HR in Focus – How to introduce a sustainable mental health programme

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by Jessica Tabinor on


  •  In our latest blog series ‘HR in Focus’, Morson HR Recruitment Manager, Craig Saxby, delves deeper into discussion points raised by HR industry leaders. 

  • This week we explore introducing a sustainable mental health programme into the workplace.

Last month Morson was proud to host The North West Talent Forum in partnership with Primeast. The forum brought together HR professionals, ex-police officers and business owners to discuss and learn how to introduce a sustainable mental health programme within a business.

Primeast specialises in leadership development and organisational consulting. They partner with businesses all over the country to transform their capability and develop leaders to meet the challenges of an unpredictable world.

The event brought together likeminded individuals with the same unique goal – solving the most difficult challenges in the HR industry. In our latest blog series ‘HR in Focus’, Morson HR Recruitment Manager, Craig Saxby, delves deeper into discussion points raised by HR industry leaders.  This week we explore introducing a sustainable mental health programme into the workplace.

THE CHALLENGE - How to introduce a sustainable mental health programme

Positively, mental health is front of mind for many organisations. In 2017 alone, ​12.5 million working days were lost due to work-related stress, depression or anxiety. It is believed that one in four of us will experience mental illness at some point in our lives and almost half (46%) of those living with a mental health condition hide it from their colleagues and employer. Therefore, it is essential that workplaces respond to the needs of their workforce. Initiatives to reduce stigmas, education for line managers on spotting the signs of mental ill-health and providing confidential support are steps which organisations can take to care for their employee's mental wellbeing.  

At Morson International, we have seen an increase in the number of employees coming forward to express their own struggles with mental illness and seek support. This change in attitudes presented the opportunity to strengthen our own workplace priorities towards mental health by developing effective engagement strategies that tackle the core issues. In doing so, this has enabled us to attract and retain our talented people, driv­­­e productivity and innovation and reap numerous commercial benefits that set us apart from many of our competitors.

Creating a mental health policy

For many businesses, addressing mental health problems at the workplace will begin with the development of a policy. A mental health policy for the workplace can help leaders to define the vision for improving mental health in the workplace and to establish a plan of action going forward.

In order to ensure consistency and implement a clear direction, a mental health policy for the workplace can be developed separately, or as part of a broader wellbeing policy. Either way, its best practice to follow the below steps:

  • Analysing the mental health issues.
  • Developing the policy.
  • Developing strategies to implement the policy.
  • Implementing and evaluating the policy

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Aligning a mental health programme across the business

One of the most difficult components of developing a sustainable mental health programme is how to align it across an entire business. Perhaps you have a large number of branch offices? You want to support both customers and employees?

Implementing a mental health programme involves more than introducing a random collection of initiatives. One size certainly doesn’t fit all when it comes to mental health and so to create a programme that effectively promotes workplace wellbeing whilst aligning it to all parts of your business, you must ensure it can be flexible and individual. You need to think about which programmes suit your workplace best, consider cost-effectiveness and seek employee input.

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In order to gather the initial employee input and to find out what kind of support your business requires, you may consider running workshops, health checks or even create a business-wide survey to complete the initial research.

Examples of mental health resources you can implement right now
  • Use technology – there are a number of fantastic apps such as Headspace, Talkspace and Thrive.

  • MHFA - Mental Health First Aiders are colleagues who are trained to spot the signs and symptoms of mental ill-health and provide help on a first aid basis in the same way that a physical first aider would. They’re able to recognise the warning signs of mental ill-health or emotional distress, approach discussions in a sensitive and non-judgemental manner, and guide people to appropriate resources if they need them.

  • Employee Assistance Program – find the right program and implement it within your business to offer external support for someone who may not want to seek help internally.

  • Train managers, train employees – Create the leadership that you want rather than waiting for it to arrive on its own.

  • Create a safe environment - Create safe, quiet places for employees to take a moment out of the day, encourage getting out of the office. Think about alternative workspaces such as standing desks or chairs that are better for the body and mind.

  • Ensure the right policies are in place – policies for sick leave, parenting, domestic issues etc need to be clear.

Stay tuned for our next HR in Focus blog next week! 

Find out more about business culture and HR trends, download our cultural change whitepaper. Or, If you're looking for your next opportunity search our latest jobs here

Cx Jobs

Heavy Vehicle Technician

Morson Talent are currently seeking a Heavy Vehicle Technician to join one of our clients at Heathrow Airport. This contract is initially for 6 months with the chance of going permanent for the right individual if this is wanted.Main Duties:To undertake scheduled and unscheduled maintenance tasks on all applicable customer vehicles / Equipment (including light and heavy vehicles) in line with company and legal Health and Safety guidelines.Respond to all breakdowns in the designated time when allocated (if applicable).Ensure all relevant service sheets/job cards/paperwork and electronic records (if applicable) are fully completed, legible and accurate including working time and job code details.Liaise with the Workshop Office colleagues to provide updates on job status, progress and the processing of paperwork.Comply with Health and Safety Legislation and internal H&S procedures including use of company issued company mobile phones.Ensure all Personal Protective Equipment is worn where necessary and is in good working order and condition.Ensure that all working areas i.e. Workshop, customer locations are kept clean and free from hazards wherever possibleEnsure company vehicles are used in line with company policies / legal requirements and are kept clean and tidy after use.Undertake vehicle manoeuvring around the workshop or airport as and when required where trained to do so and in conjunction with appropriate licences held.Due to the nature of the role you must have:A good technical understanding of heavy good and plant based vehicles.Service and repair maintenance working on Light vehicles through to heavy goods/plant based vehiclesPlant Engineering / Vehicle Engineering Qualification

Safety Engineer - COMAH / Safety Management Systems

Job Role: The temporary post holder will be working within our Control Damage Hazards (CDH) team who work with the site SHE and Engineering Management teams and you will be primarily focused on COMAH and Safety Management Systems delivery through intervention planning, safety report review and liaison with Competent Authority colleagues, ensuring the safe delivery of Royal Navy submarines programmes. Key Responsibilities: Leading/Supporting the business functions to satisfy our COMAH requirementsLeading/Supporting delivery of COMAH Safety documentation and conducting formal safety assessments such as quantitative risk assessments and occupied building risk assessmentsLead/Co-ordinate process hazard reviews, human factors, occupied building risk assessment programs to ensure they are completed competently and in a timely manner so that site safety hazards are known and managed.Leading/Support the integration of our Safety Management System into a strategic business unitMonitoring, recording and reporting against key performance indicators through a variety of key stakeholder groupsReviewing of engineering documentationProviding support to regulatory body site inspections The Individual Essential: Active knowledge and experience of COMAH and Safety Management SystemsProven track record in implementing business processes to achieve strategic objectives Desirable: Degree qualified disciplineISO approved auditorMembership of a relevant professional organisation


Human Factors Engineer 12 months contract Bristol, Telford, Washington (REMOTE WORKING) £500 P/D Umbrella OR 400 P/D PAYE A defence organisation is looking to add an experienced Human Factors Integration Engineer to the teams in Bristol, Telford & Washington. Though there is remote working available, the successful candidate should be prepared to visit these locations on occasions. The successful Human Factors Integration engineer will be working in a team developing Armoured Vehicles. The successful Human Factors Engineer will have the following responsibilities * Carrying out Human Factors Design, on products against a set of HF standards & Requirements (spanning across topics like User Requirements, Design, Integration & Test) * Undertaking technical presentations * Generation and review of technical reports, as well as reporting on progress * Working with Customer, User, Engineering and Procurement teams to assist in resolving design queries, problems & conflict. The successful Human Factors Engineer should have the following skills and attributes: * Solid understanding of Human Computer Interface / Human Machine Interface / Man Machined interface * Solid understanding of Generic Vehicle Architecture / General Vehicle Architecture (GVA) Desirable * Understanding of Axure (wireframing tool for developing display layouts) * Understanding of Task Architect (Software package for task analysis) * Understanding of Cameo (system modelling tool) WE SEEK AN ENGINEER WHO HAS IDEALY WORKED IN A MILITARY / DEFENCE ENVIRONMENT / INDUSTRY WITHIN THE LAST 12 MONTHS OR WHO IS CAPABLE OF OBTAINING SECURITY CLEARANCE (SC LEVEL MINIMUM)

Site Manager - Rail

Are you an experienced Site Manager? Do you want to work for a company that is demonstrating sustained periods of growth, as well as having a solid order book of more work to come? Do you want to work for a company that offers autonomy, along with the freedom to develop in your career? Then Vital want to speak to you.Vital resources are currently working with a reputable and well established multi-disciplined contractor to assist them in their search for a Senior Engineer/ Sub Agent. Our client is looking for someone who can demonstrate a background in Rail, Water, Civils, or Infrastructure projectsWithin this role your responsibilities will include but are not limited to:Daily management of groundworks packages in the central Belt of ScotlandOrganise and Purchase on Site Labour, Materials, and PlantLiaise with the commercial teams and other operational teams to ensure projects are delivered in a timely, and cost effective manner.Organise and Chair meetings with clients and senior management.The successful applicant for this role will be able to demonstrate:Background in a similar positionPrevious experience working within groundworks, deep drainage and, cut & fill works.Experience working on rail projects is essentialSMSTS CertifiedFull UK Licence as travel to sites will be requiredAbility to work alone with minimal supervisionThe succsesful applicant can expect a comprehensive package and a competitive salary. If you would like more information, or to apply, please contact Jamie Nicholson using the details provided.

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