workplace through their occupational safety and employee assistance programs. It is clear, though, that this needs to become more widespread.
Historically, government policy has tended to favour voluntary action by employers. There been a general commitment to deregulation and non-interference in the labour market, which encourages persuasion rather than compulsion. However, full and fair access to employment opportunities is a key element in the UK government's stated policy of promoting people with disabilities, including those caused by a mental illness, to be fully integrated into society. This has been approached on three levels: de-stigmatising attitudes about mental-ill health; legislation to ensure that individuals are treated equitably and without discrimination in the employment process; and practical support and services. Although there has been significant progress in the last decade, there is still sufficient unawareness and unconcern about mental health in general and mental ill health in particular, and their impact on the work environment.
For example, there continues to be stigma and fear associated with mental health problems to such an extent that one survey reported that 69% of the respondents did not apply for employment because of past unfair treatment.9 As illustrated in the situation analysis, the UK's Disability Discrimination Act 1995 (DDA) is a landmark piece of legislation that has contributed to improving the acceptance of all disabilities, including mental health, in the workplace. Nevertheless, the DDA has been subject to criticism by disability rights advocates. One of the chief complaints has been the weak enforcement mechanism of the DDA. Recent events in the UK indicate that there is a move to strengthen the implementation and enforcement of this anti-discrimination law. This will eventually benefit the many individuals who have reported that they have been denied employment, forced to resign, or denied a promotion due to a mental health problem.
