Workplace and mental health – how we care

This is an article about support in the workplace.

Let’s start with popular ABC News Breakfast weather reporter, Nate Byrne, who experienced a panic attack in the middle of a live broadcast. It unfolded around 6.30am on 13 August.

In the middle of the weather report, Nate announced ‘I’m going to have to stop for a second. Some of you may know that I occasionally get affected by some panic attacks, and that’s happening right now.’

What happened next?

Nate handed the broadcast back to and presenters Lisa Millar and Michael Rowland who didn’t skip a beat in showing support and continuing with the news.

The situation was widely covered by many news outlets, as far as the New York Post, with reports focusing on how brave Nate was to be open about his panic attacks and how wonderful it was to watch his colleagues back him.

Genuine care and support

The scenario is about genuine care and support … the willingness to respond quickly to support others.

Mental health in the workplace continues to draw attention. Everyone needs to consider the matter, not just the individual struggling. Management and team members need to support in a non-judgemental, meaningful way.

The most recent face2face Employee Assistance Program (EAP) Utilisation Report focuses on the contractors we engage directly to work in non-permanent government and private sector roles. While the vast majority of placements run smoothly, contractors can feel uncomfortable when the placement isn’t perfect for personal or work-related issues. This is especially important for contractors given they’re not directly engaged by the organisation they’re working in. This can make them feel vulnerable.

EAP utilisation results

face2face’s annual report shows a 7% increase in EAP usage from June 2023 to June 2024 across the country, with NSW continuing to be the primary service user, followed closely by Victoria and South Australia.

Most counselling sessions were by phone followed by face-to-face and then online. Females continued to access EAP more than males.

In 61% of all new cases, personal concerns were the reason for accessing support. Data for 2023–24 indicated that the most significant issue is personal relationships, not the actual workplace.

Relationship breakdown is one of the biggest causes of stress and unhappiness. It can create family uncertainty and angst over the future and/or financial matters.

face2face contractor and employer support

face2face provides contractors and employers with support on multiple fronts, including with ‘life outside of work’ issues that deserve equal support.

Contractors are well briefed that our recruiters are there for them, so expected or unexpected issues are dealt with promptly and don’t escalate.

face2face has developed a unique post-placement communications and support process, to ensure we stay in touch throughout every placement. This adds value and benefit to:

• contractors who don’t want to be placed and then abandoned
• employers who want successful placements.

We’re deliberately selected by some contractors and employers for this detailed and methodical process.

How does our process work?

The process is too detailed to completely cover in this article, but key features include:

Contractor portal – access to training, articles, electronic timesheets, compliance requirements.

Day 1 – meet contractors on-site (when able) to introduce them to their manager and touch base.

Week 2 – check in to see how everything is progressing; follow up on any concerns.

Ongoing – respond to enquiries from contractors within 5 business hours.

First 3 months – connect every 4 weeks to provide assistance required.

Duration of contract –connect every 4 to 6 weeks.

Wellbeing and support – provide access to our EAP and -trained Mental Health First Aid Officers.

Take outs for employers

If you’re using a recruitment agency, talk to your Account Manager about common concerns in the workplace and what you can do to provide timely, quality support. Develop a strategy so you can act quickly if issues arise with a contractor or employee.

Make the strategy practical and include a step-by-step plan for when to act and how to act with any type of mental health issue.

Recognise that mental health issues can have a direct impact on business. Be prepared for requirements such as time off work to deal with legal issues, childcare matters or general stress and fatigue. Remember that each individual is different and assess the best way to provide the best support for each person. This could include flexibility with hours, work-from-home options, time off, or organising colleague support to ease the load.

Have an easily accessible EAP and other support options such as a workplace therapist.

Take outs for contractors

Choose a recruitment agency that provides high-quality support, and not just up to your start date. Support should be ongoing throughout your placement.

Ask the agency what their post-care placement support program looks like. Check on specifics like steps the agency takes and the timing and pattern of support. You should have access to confidential EAP.

Work with your Account Manager or Recruitment Support person to pinpoint what to do when an issue arises with your employment that could be caused by personal mental health issues or could potentially cause mental health issues.