These days, there is a lot of talk about workplace culture and how it can be implemented. In this article, we look at ways in which employment law can be used to help build a thriving workplace culture.
It seems like not a week goes by without another news story about workplace abuse and bullying. As a result, more and more employment lawyers for employers are taking a closer look at the law and recommending the implementation of a thriving workplace culture.
In this article, we'll look at how employment law can work hand-in-hand with business to build a workplace culture we can be proud of.
What is a thriving workplace culture?
The term “Culture in the workplace” made headlines in 2017, and this phrase includes several core standards and four enhanced standards that serve as guidelines for employers. These are:
Basic Standards
Create, implement and communicate a workplace mental health plan. Encourage open conversations about mental health and the support available when employees are struggling. Provide your employees with good working conditions. Promoting effective people management. Monitor employee mental health and well-being regularly.
Enhanced Standards
Increase transparency and accountability through internal and external reporting. Demonstration of responsibility. Improve the disclosure process to encourage transparency in hiring. Ensure provision of personalized in-house mental health support and guidance for clinical help.
As you can see, all of these standards are geared toward employee well-being, which, in turn, will create a productive and happy workplace.
Labor Law and the thriving workplace culture
In 2010, the UK Equality Act was amended to categorize people with poor mental health as disabled and protect them from discrimination in the workplace. A worker is considered disabled if their mental health “has a significant negative impact on their life or affects their ability to carry out everyday activities such as interacting with people, following directions or keeping to set working hours”.
In 2023, protecting mental health and wellbeing is more important than ever. The Equality Act 2010 can play an important role in building a thriving workplace culture in a number of ways, including:
Flexibility
One of the biggest challenges for those struggling with their mental health is the requirement to keep strict office hours. Mental health tends to regress, meaning that while a sufferer may be able to attend the office one day, this can be a significant challenge the next.
The Equality Act 2010 states that timekeeping is a disabling mental health factor and employers can use this as a guideline by:
Introducing flextime: allowing an employee to adjust their hours when necessary, for example starting their working day a little later to allow them to avoid traveling at times when public transport is crowded or to allow time for office when the space is quieter. Hybrid remote work: since the global COVID-19 pandemic, working from home has become largely normalized. While employers may still want their employees to “touch base” by going into the office occasionally, introducing a hybrid remote control model can greatly help those dealing with mental health issues such as anxiety.
Working conditions
Another point made in the Equality Act is the need to provide employees with good working conditions and this can be implemented as part of a thriving workplace culture by:
Ensuring that employees have all the tools they need to perform their duties comfortably. Providing quiet or safe spaces where those with mental health problems can take time out when needed. Provide access to professional mental health support either in person, over the phone or online Provide health-related benefits such as bike programs and gym memberships.
Effective people management
The last point we will touch on from the Law is that of effective people management. While having a mental health plan under UK employment law is great, it is unlikely to work without effective employee training. By ensuring that managers and senior staff – and indeed, all employees – are trained and educated on the struggles experienced by people with mental health issues, building a thriving workplace culture becomes much easier – and much more effective.
This does not mean that those with mental health problems should be 'singled out' – but simply that their specific needs are met. If an employee is a wheelchair user, the employer will need to make certain physical adjustments in the workplace. In the same vein, if an employee struggles with anxiety or depression, so too should their needs be met in the workplace.
The perfect partnership for a thriving workplace culture
In many cases, employers will see employment law as something that serves to limit and restrict their activities, but, in fact, the opposite is true. The employment law clauses we have touched on in this article all relate to the health and welfare of workers.
In 2023, it's no secret that the key to a successful business is its people – and that when employees are healthy and happy, they're much more likely to be productive. For an employer, this means that the mental health and well-being of employees should very much be considered an investment – and one that is extremely valuable to the company's success.