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Mental Health 

Why are employers now frequently using modern buzzwords like “mental health” and “wellbeing”?

Because good mental health and well being is good for business and poor mental health costs businesses financially.  Because The Equality Act 2010 protects disabled people from unfair treatment, this includes many people with a mental health issue. Because poor mental health impacts on individuals and their families, in lost income, lower educational attainment, quality of life and a much shorter life span. Because poor mental health affects you, the tax payer. 

There is no health without mental health.

                Mental health first aid is an educational course which teaches people how to identify, understand and help a person who may be developing a mental health issue. In the same way as we learn physical first aid, mental health first aid teaches you how to recognise those crucial warning signs of mental ill health.

•             Demonstrate your commitment to equality between mental and physical health by training and equal number of Mental Health First Aiders as physical first Aiders.

•             We all have mental health, just as we all have physical health. Mental ill health can strike at any time and can affect people from all walks of life. We know that 1 in 4 British adults will experience a mental health issue at some point in their lives.

•             Unfortunately, stigma still exists around mental ill health and this can lead to delays in people seeking help and support. Lack of awareness and general mental health literacy also means that many people don't feel confident in knowing what to do if someone is experiencing mental distress or is in a mental health crisis situation

Click on an image to download the free resource.

If you would like more information about Mental Health First Aid for your organisation or ongoing support contact us below. Remember “simple skills really do save lives”

10 Reasons Every Employer should invest in Staff Mental Health

Myths and Facts about disability in the workplace

Myth: Nobody thinks in stereotypes – we’re more sophisticated now.

Fact: In 2015, it was reported that 42% of disabled people seeking work found the biggest barrier to getting hired were misconceptions around what they could do.

Myth: To be disabled, the person has to be in a wheelchair, or blind, or lost a limb, something like that.

Fact: The definition of disability in the Equality Act 2010 is very broad and can cover a very wide range of conditions – what the law calls ‘impairments’. And some are not obvious – such as some mental health conditions.

Myth: A job applicant has to tell an employer if they are disabled.

Fact: No. A disabled person can keep a disability confidential.

Myth: If a problem arises about an employee’s disability, it is likely to turn into a dispute which will go on for a long time.

Fact: Not necessarily. Often, the best option is for the employer to have a quiet word with those involved to reach a resolution early and to which they can all agree.

Myth: It will be expensive for an employer to hire a disabled person.

Fact: Most ‘ reasonable adjustments’ cost nothing or very little.  Only 4% of them do cost  (and even then the average is £184 per disabled employee) and the emphasis is on the word ‘reasonable and what is reasonable can depend on the size of the business.

Myth: A disabled employee is unlikely to contribute as much as a non-disabled employee.

Fact: Employers often complain of a skills shortage yet at the same time overlook a pool of talent. There are currently over three million disabled people in work, but nearly five million disabled people of working age are not – a huge source of potential talent.

Myth: In redundancy, an employer has to create a vacancy for a disabled employee.

Fact: No. An employer doesn’t always have to redeploy disabled employees. They should be capable and qualified for any new job, with any ‘reasonable adjustments’ in place.

Myth: Once an employer has hired a disabled person, they can’t sack them.

Fact: An employer can dismiss a disabled employee if the dismissal is justified and they have taken all the correct steps.

Myth: It’s still ok to refer to people who do not have a disability as ‘able-bodied’?

Fact: No. This term suggests all disabilities are physical and that disabled employees or job applicants are not capable. Instead, if it is really necessary to make the distinction, use the term ‘non-disabled’ for people who do not have a disability.

Have you ever wondered what is really behind a “duvet day", what “I’m fine” means, or noticed "a change” in someone that you can’t seem to place?

Burning Question? We always respond pretty swiftly.

Professional helpful service with a transparent fair pricing policy. Choose from a convenient selection of scheduled public course dates or in house group delivery. Onsite training or comfortable venues with free parking provided. Bespoke tailored syllabus available. Online e learning or blended courses. Replacement certificate and manual. Free guidance on appropriate accreditation, health and safety legislation and first aid risk assessment. Pet or canine first aid. Schools first aid. Mental Health in the workplace training. Paediatric first aid. Anaphylaxes auto injector, Epipen training. Defibrillator (AED) training. First aid for schools. First aid for healthcare professionals. Annual refresher or requalification course. Babysitting or sports first aid and more...  

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