Mental Health Awareness Week kicks off on Monday, 13 May. Originating in 2001, the charity sets a topic each year with the chosen theme for 2024: ‘Movement: Moving more for our mental health”. So what can your organisation do to mark the week, and promote physical activity?
The Importance of Movement
The Department of Health recommends 2.5 hours of moderately intense activity per week. However, 36% of adults struggle to carve out time for physical activity and only 60% of adults achieve the recommended levels of exercise. Nonetheless, there is increasingly strong evidence that movement is an essential part of our mental wellbeing.
The Mental Health foundation splits physical activity into four categories: daily physical activity; exercise; play; and sport. Daily physical activity includes walking or cycling to work, household chores, gardening, and physical activity within the context of family or community. Meanwhile exercise is purposeful activity carried out to improve health or athletic performance such as running or lifting weights. By contrast, play is unstructured activity that is done for fun or enjoyment. Lastly, sport is structured exercise in a game setting such as football or tennis.
As such, physical activity does not have to be soley achieved on the treadmill and each individual will have different ways of achieving their 2.5 hours. Employers can play an especially important role in enabling daily physical activity. At work, Mental Health UK suggests the following tips to managers:
- Promote walking or cycling to work instead of taking the car.
- Consider taking a ‘walking meeting’ to promote moving.
- Encourage going outside during lunch breaks.
- Try offering standing desks to staff.
- Incorporate stretching into your work day.
What Does The Science Say?
According to the NHS, mental health and wellbeing are influenced by a combination of biological, psychological, and social factors. Researchers commonly refer to the most prevalent mental health disorders, such as depression, anxiety, panic disorder, phobias, and obsessive-compulsive disorder, as “Common Mental Disorders” (CMDs). The prevalence of CMDs has been steadily increasing since the 1990s, with estimates suggesting that between 10 and 20% of the population are affected by such disorders. Moreover, research commissioned by the British Government has indicated that CMDs are more prevalent among women than men.
Anxiety stands out as the most common CMD. Described by the World Health Organization (WHO) as excessive fear and worry accompanied by related behavioural disturbances, its symptoms can lead to significant distress or impairment in functioning. Depression, on the other hand, ranks as the second most prevalent disorder. It differs from typical mood fluctuations and short-term emotional responses to life challenges. A depressive episode entails persistent feelings of sadness and irritability, as well as a loss of interest or pleasure in daily activities. This effect lasts most of the day, nearly every day, for at least two weeks.
Despite the prevalence of mental health challenges, a significant portion of individuals continues to participate in the workforce. Estimates from the NHS suggest that 60% to 70% of those with CMDs are employed. Nevertheless, mental health problems constitute the largest single source of disability in the UK, costing the economy over £100 billion annually. To address these challenges, the government allocates approximately £20 billion per year to mental health services.
What Does The Law Say?
Employees are protected by a range of legislation built up over the past 50 years. The first act to consider mental health at work was the Health and Safety Act 1974. This acts gives a general duty of care to employers to provide a safe environment, regarding both the physical and mental wellbeing of employees. In fact, the act categorises mental health issues developing as a result of work conditions as personal injury.
This legislation was built upon by the Management of Health and Safety at work Regulations 1999. This mandates that Employers reduce stress as far as is reasonably possible by carrying out risk assessments considering mental health. Lastly, the Health and Safety Executive Guidance 2024 introduced mental health first aid for the first time. The guidance suggests training First Aiders at Work, FAWs, and Emergency First Aiders at Worker, AFAWs, to provide initial support during an acute mental episode.
Employees suffering from mental disorders are also protected against discrimination. The Equality Act 2010 offers protection against many forms of discrimination, including disability. Concerning mental health, a condition is classified as a disability if it substantially affects daily activities for over 12 months. Unfavourable treatment in employment, education or commerce based on any protected trait is unlawful, with unlimited tribunal awards to discourage such actions.