A Practical Guide for Managers- Workers with Mental Illness
While reading ‘A Practical Guide for Managers- Workers with Mental Illness- from the Australian Rights Commission’, it came to me that in Mauritius very little is done in training and equipping managerial teams in how to tackle issues relating to mental problems that employees may experience in the workplace. It is certainly because most of the Mauritian managers will entitle the said employee as ‘unfit for work’ or ‘crazy’ or ‘cannot work our hours of work’. This is why it is time to change and here are some practical advice in case you go through this delicate situation with an employee. This is also because a mental illness can affect anyone.
1. Creating a safe and healthy workplace
All employers and managers are obliged to take appropriate steps to eliminate and minimise health and safety risks in the workplace. In terms of mental illness, as an employer or manager you are obliged to: identify possible workplace practices, actions or incidents which may cause, or contribute to, the mental illness of workers take actions to eliminate or minimise these risks.
•Work and high worker turnover achieving greater staff loyalty and a higher return on
•Training investment minimising stress levels and improving morale
•Avoiding litigation and fines for breaches of health
•Losing the time and cost involved tackling discriminatory cases
•Claims avoiding industrial disputes.
As a manager, you may grapple with how to describe and talk about mental illness with your worker. Becoming familiar with the words that best describe mental illness will enable you to effectively: talk with your worker about any mental health issues
•Negotiate reasonable adjustments in the workplace
•Obtain advice and assistance from external support
•Services (without disclosing personal information) talk with allied professionals, such as GPs and other
•Treating practitioners (with the approval of the worker).