Your how-to: Drafting a workplace mental health emergency protocol
Drafting a workplace mental health emergency protocol environment' refers to developing a basic, yet efficient, scheme to respond promptly and effectively to mental health crises in the workplace. It is a set of guidelines that outlines the steps your organisation will take when a mental health emergency arises with an employee.
The protocol includes identifying the signs of a mental health crisis, immediate actions to be taken, communication channels, and procedures for seeking professional help. Supporting staff through crisis and post-crisis phases are also essential components. It ensures that your organisation responds to such emergencies in a manner that prioritises employee wellbeing and safety whilst remaining legislatively compliant, such as with the Work Health and Safety Act 2011 in Australia.
Ultimately, this protocol acts as a roadmap for HR and management teams to handle mental health emergencies, minimise harm, support recovery, and create a healthier, safer working environment.
Step by step instructions
Identifying Mental Health Crisis: 1. Define what constitutes a mental health emergency in the workplace. Mental health crises can range from panic attacks, severe anxiety, depression to suicidal ideation or behaviour, and sudden personality changes. Understand various mental health emergencies to identify them accurately. 2. Train your employees to recognise signs of a mental health emergency. This step involves organising workshops and training sessions that will provide your employees with the information they need to identify and understand mental health issues.
Establish Communication Channels: 4. Define clear communication channels. Decide how to inform the right people (like HR managers or workplace first aiders) about the crisis without breaching privacy rules. 5. Ensure you are familiar with the Australia Privacy Principles that guide how personal information should be collected, used, and disclosed in such circumstances.
Supporting Staff post-crisis: 7. Formulate a system to support employees who have experienced a mental health crisis. This could entail facilitating contact with mental health professionals, allowing flexible work hours, or offering leaves until the employee feels ready to return. 8. Educate your staff about their rights under the Fair Work Act 2009 – specifically, the rights related to mental health conditions, leaves, and privacy.
Pause to Evaluate Progress: Take regular pauses to evaluate the progress of the process. Use these moments to gather data on outcomes and solicit feedback from participants. Reflecting on metrics like engagement, satisfaction, and effectiveness will provide insights into what's working well and what might need adjustment.
Structuring Immediate Response: 3. Develop immediate actions to be taken in a mental health crisis. This could include following calm and empathetic communication techniques to console the distressed employee, ensuring the safety of the concerned person and others, and offering immediate relief (like a designated private space). Specify who is responsible for taking these actions.
Seek Professional Help: 6. Outline the procedures for seeking professional help. Build relationships with local mental health services and practitioners. Make a list of contacts that should be reached out to in case of such emergencies.
Review and Update the Protocol: 9. Review the mental health emergency protocol regularly. Consider feedback from your staff and make necessary adjustments. Stay informed of changes in legislation, such as updates to the Work Health and Safety Act 2011, that may affect your protocol. Follow these steps to create a basic, yet effective, mental health emergency protocol that is compliant with relevant laws and effectively addresses employee well-being. Remember, mental health is as important as physical health, and it's time every workplace recognises this crucial fact.
Reflect and Breathe: This step can be challenging, so it's important to take a moment to breathe and reflect. Pause to consider the progress made, the obstacles encountered, and the lessons learned. This reflection will not only help in gaining clarity but also in maintaining a balanced perspective, allowing for thoughtful and deliberate decision-making moving forward.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Not fully understanding mental health can cause serious problems when creating a protocol. It's vital that you have a broad understanding of different mental health conditions, how they affect an individual and the appropriate response to each. If needed, bring in a mental health expert to educate your team.
When creating this protocol, you must make sure it is easily accessible for everyone in the company. This means it should be readily available and written in clear, simple language.
Australia's workforce is culturally diverse, so take this into account when drafting your protocol. Ensure it respects individual cultures and their approaches towards mental health.
Confidentiality is paramount when dealing with an employee's mental health. Workers may withhold information about their mental health if they fear it will be shared without their consent. Develop strict confidentiality guidelines to protect your employees and maintain trust.
It's easy to overlook the legal aspects of mental health support in the workplace. Ensure that your protocol adheres to Australian legislation, specifically the Disability Discrimination Act 1992, which covers mental health.
Even if you've developed a thorough protocol, it's useless if staff doesn't know how to implement it. Staff training on mental health awareness and response to emergencies is essential.