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of mental health problems among employees makes them a pressing issue in their own right.7 Some mental health problems require clinical care and monitoring as well as special consideration for the integration or re-integration of the individual into the labour market.
It is important to recognise that minimising work-related stressors and promoting good mental health through workplace policies can help prevent mental health problems from developing. In terms of job retention and return to work after sick leave, most individuals will recover from mental health difficulties completely, and in due course, return to work as before.8 Depression, for instance, may be prevented in many cases, and if it strikes, may be successfully treated in 80% of all cases.9 People recovering from depression, which is recognised and given the appropriate medical treatment, may only require limited time or adjustment before returning to work.
Promotion of mental health in the workplace is all the more relevant in the context of a nearly universal market economy in which the pace of economic activities is fast, contractual relationships start and terminate at short notice, and international competition is intensified. While globalisation has opened up new opportunities for powerful and dynamic development and growth of the world economy, it does not benefit every person or region in the world equally. The key elements that globalisation has brought are increasing automation, rapid implementation of information technology, and the need for more flexible and responsive work methods. Workers worldwide confront, as never before, an array of new organisational structures and processes which can affect their mental health. These include downsizing, layoffs, mergers, contingent employment, and increased work load. To guarantee the best results in international competition, it is in the interest of employers to provide their employees with decent working conditions.10
THE PURPOSE OF THE SITUATION ANALYSES
The purpose of the situation analyses is to provide an in-depth review of the scope and impact of mental health difficulties in the workplace in Finland, Germany, Poland, the UK, and the USA.11The countries were selected because they represent different types of welfare systems and vary in terms of legislation, health care, and approaches to mental health issues. The UK and the USA emphasise the individual's rights, and their approach stems from strong anti-discrimination legislation. Finland and Germany provide examples of countries with a long history of mainstreaming, whereas Poland is just developing its approach to mental health issues. Germany and the UK have also been active in the effort, spearheaded by Finland, to address mental health issues in the European Union.
These situation analyses address issues such as workplace productivity, loss of income, health-care and social security costs, and access to mental health services and provide examples of employer practices. An essential objective of the situation analyses is to provide information that governmental agencies, unions, and employers' organisations can use to create educational materials and design programmes to promote mental health, prevent problems from occurring, and develop rehabilitation services.
METHODOLOGY
The analyses are based on a thorough literature review, including documents from government agencies, employees' and employers' organisations, and NGOs, as well as interviews with key informants. The analyses are not intended as comprehensive assessments that address all issues per-
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Workers confront an array of new organisational structures and processes which can affect their mental health. To guarantee the best results in international competition, it is in the interest of employers to provide their employees with decent working conditions.
The situation analyses highlight Finland, Germany, Poland, the UK, and the USA, five countries which vary in terms of welfare systems, legislation, health care, and approaches to mental health issues.
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