Beyond Blue Monday: Mental Health Management in High-Risk Industries

The third Monday of January is informally known as Blue Monday.  It marks a time when many feel the weight of the year ahead. But for workers in high-risk industries such as construction, utilities, and manufacturing, mental health challenges are not just seasonal; they are year-round. While the physical risks in these industries are well-documented, the mental toll remains a critical, often overlooked issue.

In a recent webinar hosted by Ctrl Hub, in collaboration with the Health and Safety Executive (HSE), Mark Lisgo, Managing Director of Ctrl Hub, and John Heslop, Principal Inspector at HSE, shared invaluable insights on managing mental health risks in high-risk workplaces. This article explores the key messages from their discussion, offering practical advice on improving mental health management, understanding legal requirements, and exploring how digital tools like Ctrl Hub’s platform can help employers support their workers’ well-being.

The Growing Mental Health Crisis in High-Risk Industries

Mental health issues in high-risk industries have reached a concerning level. According to the HSE, 22.1 million working days were lost due to work-related stress, anxiety, and depression in 2023/2024. An estimated 964,000 workers reported suffering from such mental health conditions. Young workers are particularly vulnerable, with around 39% of employees aged 18-24 taking time off due to stress or pressure at work.

The situation becomes even more dire in sectors like construction, where workers are three times more likely to die by suicide than from workplace accidents. Despite the significant rise in mental health-related issues, workplace health focus has historically remained on physical safety.

The Importance of Addressing Mental Health in High-Risk Industries

High-risk industries like construction, utilities, and manufacturing face unique challenges. Employees are often exposed to dangerous equipment, long hours, and physically demanding tasks. The emotional and psychological toll of working in such environments can be just as severe, often with long-lasting consequences. As John Heslop, Principal Inspector at HSE, highlighted during the webinar: “It’s difficult to manage mental health because the risks are less obvious. But they are just as dangerous and can have profound, long-term effects.”

Legal Requirements for Mental Health Management in the Workplace

Employers have a legal obligation to ensure the health, safety, and welfare of their employees under the Health and Safety at Work Act 1974. While physical hazards such as machinery accidents are immediately visible and manageable, mental health issues are far more subtle. It’s important for employers to understand that mental health risks must be addressed with the same urgency as physical risks.

John explained, “Mental health risks are often harder to pinpoint, but employers are still legally required to take action. It’s not just about identifying the risks, it’s about how you manage and prevent them.”

The HSE Management Standards for Work-Related Stress are designed to help employers create a structured approach to managing mental health in the workplace. These standards are not legally binding but provide a comprehensive framework for identifying, assessing, and controlling stress-related risks. The framework outlines six key areas that employers should focus on.

Six Key Areas for Managing Mental Health Risks in the Workplace

The HSE's Management Standards for Work-Related Stress focus on six key areas that employers must consider to protect their workers' mental health. These areas are:

1. Demands: Understanding Workload and Work Environment

Workload and the work environment are crucial factors in mental well-being. High demands, long hours, and challenging work conditions can lead to stress and anxiety. Employers need to evaluate whether the tasks are achievable within a reasonable timeframe and whether workers have the necessary resources to complete them effectively.

John pointed out, “Employers should regularly assess whether their employees feel they have the right skills, time, and resources to do their job. If they don’t, it can lead to burnout and mental distress.”

2. Control: Empowering Workers to Manage Their Tasks

Providing employees with control over their work, including when they take breaks and how they approach tasks, is essential for reducing stress. Giving workers a sense of autonomy not only boosts morale but also helps them manage stress levels more effectively.

‍

“Control over one’s job has a significant impact on stress levels,” said John. “When workers feel they can make decisions about their tasks, they are less likely to feel overwhelmed.”

‍

3. Support: Providing Resources and Encouragement

Support from colleagues, managers, and the organisation is crucial for employee mental health. This includes having clear policies, accessible resources, and a supportive management team that actively listens to employee concerns.

‍

“When employees feel supported, they are better equipped to handle stress,” John added. “A culture of support helps build resilience within teams.”

‍

4. Relationships: Building a Positive Work Environment

Workplace relationships can have a major impact on mental health. A positive, respectful work environment free from bullying and harassment is essential for reducing stress. Creating a safe space for employees to raise concerns can foster stronger relationships and improve overall morale.

5. Role Clarity: Reducing Uncertainty and Confusion

A lack of role clarity can contribute significantly to stress. Employees should clearly understand their job responsibilities, goals, and how their roles align with the company’s overall mission. When employees are unsure about their roles, it can lead to confusion, frustration, and increased stress.

6. Change Management: Effectively Communicating Change

Change is inevitable in every organisation, but poorly communicated or poorly managed change can lead to stress and anxiety. Clear, timely communication is essential, especially when changes directly impact employees’ roles, schedules, or job responsibilities.

Proactive Risk Assessment: Preventing Mental Health Issues Before They Escalate

John emphasised that mental health management must shift from being reactive to proactive. Employers should conduct regular mental health risk assessments to identify potential stressors before they escalate into larger issues.

The risk assessment process involves evaluating current work conditions, gathering feedback from employees, and implementing measures to reduce stress. Using digital tools like Ctrl Hub’s mental health risk assessment platform can help employers streamline the process, track risks, and ensure that they have the necessary documentation to demonstrate compliance and care.

‍

“Employers must move beyond asking employees how they’re feeling every now and then, to actually assess the ongoing risks,” Mark Lisgo stated. “It’s about creating an ongoing dialogue and ensuring that actions are being taken to mitigate stress.”

‍

Implementing Mental Health Risk Assessments in Your Organisation

Ctrl Hub’s platform helps employers manage and document mental health risk assessments and follow-up actions. Here’s how it works:

1. Track employee well-being: The platform allows managers to track mental health indicators across teams, providing valuable insights into which areas may need more attention.
   
2. Document actions: The platform helps employers document their efforts to improve mental health management, creating a transparent record that can be easily accessed if needed.
   
3. Monitor trends: By tracking employee well-being over time, employers can identify trends that may indicate areas of concern, such as high levels of stress in specific teams or departments.
   
4. Follow-up actions: The platform generates follow-up recommendations based on the results of the risk assessments, ensuring that mental health initiatives are carried out consistently.
   

Practical Steps to Take Today

Employers don’t need to wait for the next Blue Monday to start addressing mental health in their workplace. Here are some immediate actions employers can take to improve mental health management:

1. Start the conversation: Ask employees about their mental well-being and workload. Encourage open and honest dialogue without judgment.
   
2. Review current mental health management practices: Do you have a mental health risk assessment process in place? Are your managers trained to spot early warning signs of stress?
   
3. Create a culture of support: Foster an environment where employees feel safe discussing mental health and accessing support resources.
   
4. Use digital tools to track and document: Leverage tools like Ctrl Hub’s platform to streamline mental health risk assessments, track employee well-being, and ensure compliance with legal requirements.
   

Conclusion: A Commitment to Worker Well-Being

Mental health management in high-risk industries is not just a legal requirement—it’s a moral obligation. By adopting a proactive, systematic approach to mental health risk assessments, employers can create a safer, healthier, and more supportive work environment.

Ctrl Hub’s platform provides the tools needed to make mental health management easier, more effective, and compliant with regulatory standards. By prioritising mental health, employers can not only improve the well-being of their workers but also ensure a more productive and positive workplace.

If you missed the webinar or would like to explore how Ctrl Hub can support your mental health management efforts, the full session is available on demand.

Watch the full webinar
‍
Download the slides
‍
Speak to Ctrl Hub about mental health management