Mental Health Awareness Week 2021 comes at a poignant moment. We have seen rates of mental ill health steadily increase over the past ten years, and the pandemic has impacted on people’s wellbeing. According to the latest ONS data, around 1 in 5 (21%) adults experienced some form of depression in early 2021 (27 January to 7 March); an increase since November 2020 (19%) and more than double that observed before the pandemic (10%).

Over recent years huge progress has been made in shifting attitudes about mental ill health, but that is just the first step. In fact, without the right services and in-work support in place, awareness raising risks creating a situation in which individuals feel able to seek support but find they aren’t able to access it. Talking about mental health needs to extend to talking about the reasons why so many people experience mental ill health, and what action needs to be taken by government, employers and individuals. Currently, mental health accounts for 28% of the burden of disease in the UK but mental health services receive only 13% of NHS spending. While it was stated in the Queen’s Speech that measures will be brought forward to improve mental health, which is vital given the barriers to accessing support many faced during lockdowns, we haven’t yet heard any concrete announcements on what shape or form they may take, and crucially, or how much funding will be allocated.

Evidence shows that there is a strong link between employment status and mental health. Data from the ONS reveals that, in early 2021, 40% of unemployed adults experienced some form of depression compared with 19% of employed or self-employed adults. Furthermore, new analysis from the Health Foundation suggests that this increase in total unemployment, and the associated rise in long-term unemployment, will result in an additional 200,000 people having poor mental health, leading to 800,000 unemployed people with poor mental health by the end of 2021. This research also highlights that the relationship between employment and mental health is bidirectional. In other words, while good mental health is a key influence on employability and remaining in work, unemployment causes stress and can have negative consequences for people’s mental health, such as depression, anxiety and lower self-esteem.

However, just being in work is not enough to ensure good mental health. Work Foundation analysis from December 2020 found that workers who were struggling to get by financially prior to the crisis showed on average higher levels of increased mental distress during the crisis than those who were comfortably off. Therefore, it is vital that going forward government focuses on developing policies that will support financial and mental wellbeing. As a starting point, the £20 per week uplift in Universal Credit payments should be maintained beyond the planned end date of September 2021. Not only would this provide additional financial certainty for those currently receiving it, it may well help prevent further falls in mental wellbeing for those most affected by the crisis in the months to come.

Additionally, the creation of secure, and well-paid jobs needs to happen in tandem with employment support programmes that are designed to support better mental health. The Greater Manchester Working Well Programme is an example of how this could be done in other regions. This programme integrates employment support with physical and mental health support, advice on drug and alcohol problems, skills, education and housing. All participants receive personalised support from their dedicated key worker who ensures they get the right support at the right time on their journey back to work.

Moreover, better support for people when they are in work should also be prioritised. Despite awareness raising and national campaigns such as #TimeToTalk, some workers with mental health problem may nevertheless feel unable to discuss it and the support they might need at work. The Thriving at Work Report sets out standards for employers to follow, including ensuring that employees have good working conditions and work-life balance, providing tailored in-house mental health support and signposting to clinical help, and regularly monitoring employee wellbeing. Additionally, The What Works Centre for Wellbeing provides guidance for employers on delivering workforce wellbeing surveys and developing and evaluating wellbeing interventions in the workplace.

As well as increasing funding and widening access to mental health services, Government should also prioritise introducing new legislation on flexible working. The Health and Safety Executive recently highlighted that flexible working can help to improve staff mental health; however, employees currently only have the right to request flexible working after 26 weeks in the job. A right to flexibility from day one, rather than just a right to request it could go some way in promoting mental wellbeing among workers and their families through the pandemic recovery and beyond.

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