Mental health can have a significant impact on a person’s ability to work, from attendance and concentration to confidence, performance and their ability to remain in or return to work.
The impact and scale of mental health in the workplace is clear – according to the Health and Safety Executive (HSE), an estimated 964,000 workers experienced work-related stress, depression or anxiety in 2024/25, resulting in 22.1 million working days lost. Stress, depression or anxiety accounted for 52% of all work-related ill health during the same period.
For employers, supporting mental health is not simply about recognising that someone may be struggling. It can be difficult to understand how an employee’s mental health is affecting their ability to work, what support may be appropriate and whether adjustments could help them remain in or return to work.
For employees experiencing more significant, persistent or complex mental health difficulties, specialist Occupational Health input can provide a clearer understanding of these issues and help inform practical workplace support, for both them and their employer.
When might a specialist mental health assessment be appropriate?
An employee may be experiencing persistent or long-term absence related to their mental health, or they may be attending work but finding it increasingly difficult to manage their usual responsibilities.
In some cases, there may be concerns about presenteeism, where an employee is at work, but their mental health is affecting their ability to function effectively. There may also be leaveism, where an employee uses annual leave to manage their health or recover.
Managers may also need specialist advice when they are unsure about an employee’s fitness for work, what reasonable adjustments could help, or how best to support a return to work.
This may apply to employees experiencing mental health conditions such as anxiety or depression, as well as those with more complex or enduring mental health needs.
Managers are not able to make clinical decisions themselves and may not feel comfortable discussing appropriate workplace adjustments. This is when a specialist mental health assessment can support both employers and employees with practical, person-centred advice, that considers both the individual and their role.
It’s not just about a diagnosis
A mental health assessment should not just be aimed at those who have a diagnosis, it should also explore the relationship between an employee’s mental health and how it affects their day-to-day functioning, their ability to carry out their role, and to remain in or return to work.
A specialist assessment can explore factors such as:
• Previous mental health history
• The current impact of mental health difficulties on day-to-day functioning
• Contributing factors affecting psychological wellbeing
• The impact of mental health on work
• Barriers to recovery or returning to work
• Current concerns around fitness for work
• Potential workplace support and reasonable adjustments
This therefore provides a more detailed picture of the individual’s needs, meaning employers can make more informed decisions on how best to support an employee, with inclusive and sustainable adjustments.
Turning clinical insight into practical workplace support
The value of an assessment lies in turning clinical insight into practical recommendations.
Following a specialist assessment, the clinical report may provide tailored advice around:
• Fitness for work, including whether the employee is currently fit to undertake their role
• Reasonable adjustments that may support the employee at work
• Phased returns to work following an absence
• Stay-at-work support where an employee is struggling but remains in work
• Attendance and return-to-work planning
• Strategies that may support ongoing mental wellbeing
• Signposting to appropriate mental health support or interventions where required
The recommendations will depend on the individual assessment and their circumstances. As there is no single approach to supporting mental health at work, it is important to understand the person’s needs and the demands of their role.
Supporting managers to make informed decisions
Mental health can present differently from person to person, and workplace challenges may not always be straightforward.
A manager may recognise that an employee’s performance, attendance or wellbeing has changed but may not know whether this relates to their mental health, what support would be appropriate or whether an adjustment could help.
Specialist mental health assessments gives managers access to clinical expertise without placing responsibility for assessing or interpreting mental health on the manager themselves.
This can support more informed decisions around fitness for work, reasonable adjustments, attendance management and return-to-work planning, while keeping the focus on the individual’s health and their ability to work.
What happens if further mental health support is needed?
Occupational Health does not diagnose mental health conditions. Where an employee may benefit from further assessment, treatment or specialist support, they can be signposted to appropriate services.
Depending on their needs, this may include their GP, NHS psychological or psychiatric services, NHS talking therapies, EAP counselling or relevant services available through Innovate Healthcare, such as counselling, Cognitive Behavioural Therapy (CBT) or Eye Movement Desensitisation and Reprocessing (EMDR).
Where appropriate, an Occupational Health review may also be recommended. For example, an employee who remains absent with more complex mental health needs may benefit from a further assessment before returning to work, or a review after an agreed period to consider progress and any ongoing workplace support required.
How Innovate Healthcare can support you with specialist mental health support
Our specialist mental health referral service is led by an experienced mental health clinician with Occupational Health expertise, supported by a specialist team that brings together backgrounds in Occupational Health, Occupational Therapy, Occupational Psychology and mental health.
The service has also been developed with clinical governance and quality improvement in mind. Innovate clinicians receive specialist training in the use of relevant validated psychometric outcome measures, alongside a clinical audit programme to help ensure assessments are delivered against agreed standards, best practice and evidence-based guidance.
The aim is to provide employees with the opportunity to discuss their mental health with a specialist clinician, while giving managers clear, evidence-based advice that can help inform workplace decisions.
For employers, this can mean greater clarity around an employee’s needs and more tailored recommendations for supporting them to remain in work, return to work or manage their health at work – empowering them to succeed.
Supporting the relationship between mental health and work
Understanding when an employee is struggling with their mental health is the first step in ensuring they receive the right support.
For employees with more complex, severe or enduring mental health needs, specialist assessment can provide a deeper understanding of how their health is affecting them at work and what support may be appropriate. By bringing together clinical expertise with an understanding of the workplace, our specialist mental health referral service can help employers make informed decisions while ensuring employees receive practical, person-centred support.
Find out more about our specialist mental health referral service, and how we can help achieve a more inclusive, and sustainable workplace.