This is a challenge to one bold firm that could be an example of systemic change to address workplace mental health

If one bold firm with a platform can show that its employees, clients, and business all win by 1. advocating for a clear duty of care to employee wellbeing, and 2. ensuring that advocacy is lived throughout every corner of the company, then that firm could be the example that triggers a systemic change across workplaces: where responsibility for employee mental health is seen as non-negotiable. Where it is held on par with physical health and safety.

The bold firm in question will likely be starting from a strong baseline

Needing only to formalize the duty of care that already exists. Making the case clear. And being humble and transparent that as a first mover such a firm will uncover uncomfortable truths. But that transparency will only build trust and further build the platform available to the firm to keep advocating the positive outcomes within reach for all organizations and employees.

We need a critical mass of employers – although just one prominent brand could be enough as a spark – to prove unequivocally the value of measures as basic as hiring sufficiently and staffing teams properly. The value of not creating an environment which can only lead to stress and resulting mental health issues. Measures that work for everyone: employees, clients, and the whole business. Maybe that proof point for a powerful duty of care could spread globally. Throughout all industries.

Critical Mass for Sustainability considers social and human justice a major part of its remit: A successful duty of care will show that the best workplaces work for everyone, everywhere, and pull policy, people, and business along to a new standard.

What could a company that embodies this duty of care achieve?

Possibly: retaining its employees and reducing turnover; improving relationships between employees and also with clients; delivering better work for clients on time; reducing sudden and persistent absences; making HR and management easier for all; attracting the best talent and more empathetic and emotionally intelligent people; having generally happier and healthier employees.

There is an opposite to these positive opportunities

One friend recently had a seizure, attributed by doctors to work-related stress. Thank goodness he managed to stop his bike and pull over before the worst effects hit. So many others routinely go through intense stress, depression, and anxiety that is either entirely, or mostly, connected to their working conditions.

I first started thinking about this duty of care when I met a campaigner from ForThe100, a group advocating for universities to have a legal duty of care for their students – given far too many still take their own lives, and even more suffer with their mental health without any support.

The duty of care should be locked into law for all employers

In the same way physical health and safety is treated with the upmost seriousness in all sectors.

Too many people I know in London and far further afield are affected. And worst of all, the more I learn about multiple sectors shows not just a disregard for mental health, but at times an active effort to push people to the edge.

While many of us have the support networks in place to “cope”, as well as various other ways we’ve developed over the years, I dread to think how many are not able too, suffer long term mental health issues, and lose their lives without it ever being brought to light in the media or politically.

There is an increasing and welcome focus on mental health in many areas of society – but specifically when it comes to business it is often lacking. It feels beyond obvious we should strengthen employers’ duty of care to employees in all sectors and make it loud and clear that people don’t need to suffer. And that employers cannot expect suffering as part of the job. Whatever they pay. Whatever rights their employees are forced to sign away in contracts.

Good for business. Even better for people