Rethink: Fear of stigma stops employees with mental health problems from speaking out

Wednesday, 3 March 2010 12:00 AM

Scores of British adults avoid talking to their boss about mental health problems out of fear of losing their job or being considered "mad", new findings suggest.

A survey, published by mental health charity Rethink, shows that nearly six in ten British workers (59%) say they would feel uncomfortable talking to their line manager if they had a mental health condition such as depression, anxiety or bipolar disorder.

Fear of losing their job was the main reason people gave for feeling uncomfortable, closely followed by concern about colleagues finding out about their diagnosis. Nearly one in five (18%) respondents said they would be concerned that their line manager would think they were "mad" or overlook them for promotion (17%).

Key findings:

· 9% of British employees say they would feel "very" comfortable talking to their line manager about a mental health condition, 24% say they would feel "fairly" comfortable

· 27% would feel "not very" comfortable and 32% "not at all" comfortable

· More than a quarter (26%) of respondents who said they wouldn't feel comfortable talking to their line manager would be worried about losing their job

· Nearly one in five (18%) would worry that their line manager would think they were "mad"

· 19% would be concerned that their colleagues would find out

· Others (16%) would be afraid they would be overlooked for promotion.

Antonia Borneo, Rethink's policy manager, said: "These statistics confirm what our members tell us. Even when employers have mental health policies in place, line managers often feel ill-equipped to deal with mental health issues among staff. However, line managers have a huge role to play in tackling workplace stigma and helping people with mental illness to remain in work. We know the practical steps that can help people affected by mental illness to continue working and want to share this knowledge with employers so that all employees feel comfortable asking their manager for help."

At a parliamentary event tomorrow (Thursday 4 March 2010), Rethink will launch a selection of guides for employees affected by mental illness and their line managers. These give advice about individuals' rights at work and list examples of reasonable adjustments available under the Disability Discrimination Act 1995. Reasonable adjustments can include flexible working hours, time off for treatment, and a phased return to work when necessary.

Four years ago magazine journalist, Josie Fletcher, 36, had a psychotic breakdown. She says:

"I was lucky enough to be given the time and space by my employers to recover properly before returning. I met with managers and HR, and a graduated return to work was planned, starting with one afternoon per week. This was built up over several months and my employers were patient. I now alternate five days a week in the office with four in the office and one working from home. Getting back to work was the final step in my recovery and one that boosted my confidence enormously. If I hadn't had a job to go back to, with familiar colleagues, I don't think I would have recovered as well.

"My advice to employers would be to try to understand that severe mental illness is as distressing as serious physical illness, just in a different way. A person's confidence will be at rock bottom but with the right support, time and space they can recover. Keeping hold of a valuable employee benefits the employer in the long term."

Notes to editors

1) All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 2023 adults. Fieldwork was undertaken between 19th - 22nd February 2010. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+).

2) To see the survey data call 020 7840 3138.

3) A copy of the employee guide can be emailed.

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