In the United Kingdom, the Health and Safety Executive recommends that a mental health policy should be an integral part of any organisation's health and safety policy. Some large companies, such as Marks and Spencer, Astra, Zeneca, and The Boots Company, have developed policies which have addressed mental health issues in the workplace. Analysis of these policies has defined certain key elements of good practice in relation to promoting mental well-being at work in the UK. The most fundamental step for organizations is to recognise and accept that mental health is an important issue. Introduction of a mental health policy embodies the organisation's commitment to mental health. It is important to provide information on existing stress levels and mental ill health within the organisation, and to elaborate on ways in which organisational structures and functions may be contributing factors. The process of analysing the current situation helps to identify areas and goals for intervention via a mental health policy and to target the specific needs of the organisation. A mental health policy in the workplace can promote mental well-being, reduce the stigma associated with mental ill health, and provide assistance to employees suffering from stress or more serious mental health problems.
The Polish situation analysis notes the lack of information concerning workplace policies and programmes on prevention of mental health problems or promotion of mental health in the workplace. If such programmes take place at all, they are sporadic efforts undertaken at the local level. Some employers have, however, been more active in establishing stress prevention programmes. The Institute of Polish Occupational Medicine is piloting a stress management programme involving the police force, and evaluating the effectiveness of individual and organisational approaches to stress management. In general, health promotion is a relatively new concept in Polish corporate culture and has not generated much interest among Polish companies, partly due to the variable and weak financial conditions. However, the interest in mental health issues is rising.
Conclusions
In conclusion there is a growing awareness of the social and economic costs of mental health difficulties and, in particular, of depression in all five countries examined in this study. Various governmental agencies, employees' and employers' organisations and NGOs are taking steps to address the growing needs of people experiencing mental health problems. Company policies are moving in new directions and employers are showing an interest in reducing costs related to absenteeism, improving their productivity, and fulfilling their social responsibility toward their employees. The increased concern about stress in the workplace has prompted a more open attitude towards mental health issues and the growth of preventive programmes in the workplace.
However, a broad, co-ordinated approach covering prevention, promotion, and rehabilitation still needs to be developed. Much has to be achieved to move from policy to concrete practices in promoting mental health in the workplace. In particular, the importance of rehabilitation and of specific rehabilitation programmes, which have proven effective, demand increased recognition.
Hopefully, these reviews will assist government agencies and employers' and workers' organisations in developing policy and enterprise-specific programmes which address the prevention of mental health problems and the promotion of good mental health and rehabilitation. The International Labour Organisation, for its part, will continue to develop guidelines for mental health promotion in the workplace.
