Workers fake physical sickness to mask mental health issues due to stigma worries

Two fifths (42 percent) of UK employees are calling in sick claiming a physical illness, when in reality it’s a mental health issue, new research from BHSF has claimed. The research was commissioned to raise awareness of employee wellbeing during  Mental Health Awareness Week, a campaign hosted by the Mental Health Foundation, which has stress as its focus this year.  The survey found that 24 percent of employees worry that if they did need to take a sick day, they wouldn’t be taken seriously. Over half (56 percent) of employees admitted to suffering from stress, a third from anxiety (36 percent) and a quarter from depression (25 percent). Despite 46 percent admitting that work is the main cause of their health problems, just 15 percent would tell their boss if they were struggling with an issue of this nature.

The new research also highlights the need for workplace support. The statistics show that just 21 percent of employees receive dedicated mental health support from their employer. Shockingly, this lack of employer support has led to an average of 8.4 sick days taken each year due to a problem.

Dr Philip McCrea, Chief Medical Officer at BHSF Occupational Health, which commissioned the research for Mental Health Awareness Week said: “The scale of this problem is huge – and it is being massively underestimated by employers, with employees feeling that they have to mask the issues they are facing. Although shocking, these findings don’t surprise me – this research must provide a reality check for employers, who need to be more proactive, focusing on early intervention. A more open culture must be created in work places across the UK, and employers have to take responsibility for this change.”

Despite mental wellbeing being at the forefront of conversations in recent years, 27 percent still believe that a problem would carry a stigma, with 36 percent scared of what their colleagues might think.

McCrea said: “Mental health problems do not suddenly materialise. The vast majority of individuals suffering from poor mental health will show obvious signs, which are easy to spot in the workplace. For employers, developing early intervention strategies is critical.”

The research also showed that 27 percent of employees would like to have open conversations about mental health within the workplace. A quarter of employees (23 percent) said they would feel more supported if dedicated days off were allocated for mental wellbeing, and a further 22 percent would benefit from dedicated support staff.

McCrea continued: “Schemes focused on early intervention could include introducing mental health first aiders or providing additional training support for managers to identify key signs to look out for. These are just two simple ways to open up the conversations about mental health, but this activity will contribute to changing company culture, and creating a more open environment promoting good mental health.

“Employers must introduce wellbeing initiatives that maintain or improve good mental health, resilience training, for example. Employees can no longer rely on the NHS for quick treatment of mental health issues – those needing talking therapy could end up waiting years. Providing these services or paying for treatment is the ultimate duty of care – which will secure the loyalty of staff, as well as preventing employee absence. The cost-benefit of providing treatment options for employees is a no-brainer. It’s up to employers to take a proactive approach and improve their employees’ mental health before it’s too late.”