Managing Mental Health-Related Absences in the Workplace

Unplanned absence is always a challenge for businesses, but when it relates to mental health, the impact can feel even greater. Conditions such as anxiety, depression, stress, PTSD, and other mental health concerns are among the leading causes of long-term absence in UK workplaces.

Having a clear, compassionate process in place to manage these absences — and to support employees in returning to work — is essential for both business continuity and employee wellbeing.

Why This Matters

• One in six employees experience mental health difficulties that affect their ability to work.

• Poorly managed absences can lead to disengagement, increased pressure on colleagues, and reduced productivity.

• A proactive, supportive approach helps to retain talent and foster a culture where people feel valued and safe.

Building a Supportive Approach

Encourage Open Conversations

Employees should feel able to talk about their mental health without fear of stigma. Regular check-ins, an open-door policy, and manager training can help normalise these discussions.

Promote Wellbeing Through Policy

Introduce or update your mental health policies to include:

• Access to Employee Assistance Programmes (EAPs)

• Mental Health First Aiders

• Training and awareness initiatives

• Practical steps such as encouraging breaks, outdoor time, or flexible working patterns

Manage Absences Sensitively

When an employee raises a concern:

• Handle all discussions confidentially

• Consider a stress risk assessment to identify triggers

• With consent, seek input from Occupational Health or a GP

• Signpost external support (e.g. Access to Work funding

  
  

Reasonable Adjustments

Under the Equality Act 2010, some mental health conditions may be classed as disabilities. This means employers must consider reasonable adjustments. Even where the Act doesn’t apply, adjustments can still help an employee recover and return to work.

Examples include:

• Flexible or reduced hours (temporary or permanent)

• Adjusted workloads or deadlines

• Quiet working spaces or desk relocation

• Staged return-to-work plans

Managing the Return to Work

Absence management should be structured but flexible. For employees with long-term conditions, you may need to adapt formal triggers for meetings or reviews. A phased return, combined with ongoing adjustments, can reduce the risk of relapse and make reintegration smoother.

Creating a Culture of Support

Embedding mental health into your HR strategy isn’t just about compliance — it’s about building a culture of care and resilience. Normalising discussions around wellbeing, supporting work–life balance, and providing managers with the right tools will pay dividends in both engagement and productivity.

Final Thoughts

Supporting mental health-related absences requires empathy, structure, and a proactive mindset. By combining clear policies with a compassionate approach, you’ll not only stay compliant with employment law but also build a workplace where people thrive.

How Kirby HR Consultancy Can Help

Need guidance on absence management, workplace adjustments, or mental health training? Kirby HR can support you every step of the way.

07889 053608✉️ [Insert email link]🔗 [Insert contact form link]