For Employers: Steps to a mentally safe workplace

Work can play a crucial role in supporting the mental health of new and expecting parents. By fostering psychological safety through open conversations, tailored support, and thoughtful policies, employers can make a significant difference in helping parents navigate the challenges of pregnancy, the postnatal period, and returning to work.

This blog by former solicitor-turned-psychiatric nurse, Leanne Howlett, outlines practical steps businesses can take to create a supportive environment for their employees.

• 1. Talk about perinatal mental health

  74% of mums who struggle with their mental health in the perinatal period will have no prior history of mental illness (RCOG).

  Awareness of perinatal mental illness, what it looks like, or how to navigate support services is still too low. I believe quite strongly that if it had been part of the conversations I’d had before I became ill, and it was more normalised, I would have spoken up earlier and accepted support more readily. Each time someone discussed it with me I slowly came round to the idea more and, if I had sought help sooner, I believe the period of time I was unwell would likely have been shorter.

  Talk about perinatal mental health, raise awareness amongst your staff, help to educate employees and signpost them to support if they need it. Include these conversations in your standard HR processes. Think about how you have these conversations. If I had been called into a formal meeting, I wouldn’t have felt psychologically safe enough to open up, but chats over a coffee and taking a genuine interest would have created a space where I felt much more able to share.

  If you feel comfortable, perhaps share a little of your own journey to parenthood so that employees feel able to relate. They may not open up straight away but by creating an environment which makes them feel psychologically safe they are more likely to - “let us know if there is anything we can do to help or support you in any way”. If I found it impossible to open up in my second pregnancy, someone who had spent years campaigning for the need to be open, to remove the stigma and raise awareness, then imagine how impossible it must feel for someone else who’s never experienced it before.

• 2. Signpost to support

  When you are struggling, you often lack motivation to take control of finding support and it can be overwhelming to know where to go. If you can support employees with this by scoping out avenues of support, it can make it much easier for them to then access these services.

  PANDAS and the Maternal Mental Health Alliance are great options. There are also plenty of other organisations with dedicated information and support for specific perinatal mental illnesses, or there may be local support groups nearby you could connect parents with.

• 3. Every contact really does count

  If you see a pregnant person or new parent, ask them: “How are you?”

  Then ask again.

  Do not take “I’m fine” for an answer. Good or bad, there’s always more to it than “fine”!

  Then keep asking. Every time you see them, even if you only have five minutes of the appointment left. Even if you have somewhere else to be. You can always finish a conversation later if you run out of time, but if you don’t start it, that’s the moment lost.

  Maybe you will be the one they open up. Try not to let that moment go by. Even if they don’t need help at that minute, they will remember you asked, that you kept asking and that you considered it something important. It will also help to normalise the conversation around perinatal mental health and if they do start to feel like somethings wrong and they don’t feel themselves they may just well feel able to open up.

• 4. Have open conversations

  When talking to employees about returning to work, ask them how they feel about it and make it clear you are there to support them.

  They may not feel able to mention it there and then, but I guarantee they will remember that you prioritised their mental wellbeing and at some point, should they need to, they will feel more comfortable opening up to you.

  When you have these conversations don’t just assume what parents want: respect their decisions and work with them to find a solution that works, even if it may not be what you would do.

  Remember: what works for one person doesn’t necessarily work for another! Understand their reasons for coming back or even for not coming back because by helping them to facilitate what works for them, you may be playing a crucial part in their recovery.

• 5. Support colleagues with their return to work

  See what they need or offer to help where you can. Think how intimidating it must feel after a significant period outside of work. Don’t make assumptions about whether they’re going to be sad about coming back. They may be excited, sad, or they may even be mourning the fact they have had such a difficult year.

  Comments assuming how they feel can be difficult to hear. Instead keep the conversation open and ask: “How do you feel about being back?”

• 6. Discuss with employees what they hope to get from Keeping in Touch (KIT) days

  It’s not just about using them as an extra member of staff but a way to help your employees learn about any changes at work, refresh their knowledge of the job and what’s required, and keep in touch with colleagues. Done right, they can be such a boost during what can be a quite isolating time for some new parents.

  Ask:

  ·       How would it suit them best to take their KIT days?

  ·       What would be helpful for them to do during that time?

  ·       What do they hope to get from their KIT days?

Final thoughts: Even if this isn’t their first baby, never assume they are doing ok this time around.

Whether it’s their first, second or sixth, perinatal mental illness can impact any pregnancy and can affect parents who have no previous history. Don’t assume that just because someone has reached out before that they will again - admitting you are struggling is difficult and complex.