There is a disturbing narrative gaining traction in professional circles that argues that many employees suffering from mental health issues are “malingering” – exaggerating or even faking symptoms to facilitate time off work.
The idea that large numbers of people are using mental health as a convenient excuse to avoid work is a myth. Whilst there has always been (and always will be) those who “pull a sickie” and exaggerate mental and physical ailments, this is very much the minority and should be acknowledged as such.
However, this myth persists and, more seriously, it serves to divert attention away from a much more serious issue – the fact that many employees with genuine mental health challenges are avoiding disclosing these issues or seeking help for fear of how they will be perceived.
The growth of mental health awareness in the workplace has encouraged more open conversations on the subject, but it has also sparked a backlash. Increasingly the discussion around employee mental health is tinged with scepticism and even hostility, with many in senior management dismissing mental health issues as exaggerated at best, and, at worst, completely fabricated.
This ‘malingering myth’ is inaccurate and dangerous. It allows people to dismiss what are real health concerns, to ignore discussion around modifying work practices that may be causing mental health difficulties and, perhaps most concerning, it stops people who are really suffering from speaking up.
A series of studies from across the globe have highlighted that, contrary to what the ‘malingering myth’ suggests, people with mental health issues are unlikely to seek time off work, with many employees loathe to even disclose they are suffering for fear of the stigma and consequences it may bring in the workplace[i].
One study highlighted that 91% of Britons, 92% of Americans and 90% of Australians believe that people with mental health issues are treated differently in the workplace and therefore do not disclose or seek support[ii]. The impact is highlighted in the conclusion of a study by the American Psychiatric Association:
“More than half of people with mental illness don’t receive help for their disorders. Often, people avoid or delay seeking treatment due to concerns about being treated differently or fears of losing their jobs and livelihood. That’s because stigma, prejudice and discrimination against people with mental illness are still very much a problem“.[iii]
So, contrary to the unhelpful idea that people are likely to use mental health as an excuse to avoid work, the truth is that people are so concerned with how they might be perceived in the workplace, they continue to work, whilst suffering in silence.
Research shows that in-house support for employee mental health reduces the recovery time in comparison to employees who seek external professional support.[iv] Employees who soldier on in silence risk worsening their mental health and reducing their engagement and performance. Organisations that sustain a culture of suspicion and stigma will therefore perform worse than those that recognise and support employee mental health.
It is therefore both a duty of care for your employees and good business sense to offer open support for mental health at work, and there are three clear approaches to achieve this.
Employee Counselling is an intelligent, supportive and economical option for organisations. It offers both short and long-term gains for individuals and organisations. You may find it useful to introduce regular employee counselling sessions for employees, each led by a multi-qualified specialist. Alternatively urgent employee mental health sessions can be booked on a case-by-case basis, providing a cost-effective, high-quality alternative to the more familiar EAP approach.
To compliment employee counselling organisations should consider training their managers and leaders. Our flagship Mental Health for Training for Managers is highly effective at giving managers the confidence, knowledge and skills to support a team member who may be struggling with a mental health issue. Participants will become adept at identifying when a team member is in crisis, learn the conversational skills required to help them, and develop the know-how to signpost them to professional support.
Finally, it is good forward planning for organisations to offer programmes that empower employees to support themselves if they are concerned about their mental wellbeing. Our How to Improve your Mental Health workshop uses straightforward, evidence-based strategies and techniques to provide employees with practical steps for enhancing all aspects of their mental health. These techniques help people take timely actions to stop these issues developing into crises.
If you would like more information on our Workplace Counselling Service, Mental Health Training for Managers or the How to Improve your Mental Health workshop, please complete the form below:
[i] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10202847/ and https://www.jstor.org/stable/43999219 and https://www.psychiatry.org/patients-families/stigma-and-discrimination and https://www.apa.org/pubs/reports/work-in-america/2023-workplace-health-well-being
[ii] https://www.bbc.com/worklife/article/20220819-is-workplace-stigma-around-mental-health-struggles-changing
[iii] https://www.psychiatry.org/patients-families/stigma-and-discrimination
[iv] https://link.springer.com/article/10.1007/s00420-017-1268-1