Mental health is moving more and more to the forefront of our collective consideration. Creating a supportive environment that acknowledges and addresses mental health in the workplace is no longer optional, it is a must. This ongoing transition brings forth what we now identify as a ‘Mental Health First Aider’—an invaluable asset in any organisation dedicated to fostering wellbeing among its workforce.
Just as a traditional first aider provides initial medical attention during physical crises, a Mental Health First Aider offers immediate mental health support, guidance, and empathy to employees in need. However, the role goes beyond lending a listening ear—it is about cultivating awareness, reducing stigma, empowering employees, and creating a safe space for essential conversations around mental health. In this comprehensive guide, we will provide you a roadmap for navigating this crucial aspect of workplace wellbeing. By the end, you’ll understand exactly what mental health first aiders do and why companies should consider having them.
Mental Health First Aider – Who is it?
A mental health first aider is someone in an organisation who is trained to identify, understand, and respond to signs of mental health problems and crises among employees. Their role is to be an empathetic listening ear, provide initial support, and guide employees towards appropriate professional help.
Mental health first aiders are not expected to diagnose or provide any counselling themselves. Rather, they offer compassion and care to struggling employees while getting them the expert assistance they need. Having designated mental health first aiders in the workplace can help reduce stigma, start important conversations, and give staff a safe space to open up.
History of Mental Health First Aid
The concept of Mental Health First Aid originated in Australia in the early 2000s. It was developed by Betty Kitchener, a nurse specialising in health education, and Professor Tony Jorm, a renowned mental health literacy researcher.
They were concerned about the lack of mental health skills in the general population and modeled the concept after physical first aid training. Just as people can be trained to help someone having a physical health crisis, like choking or a heart attack, they proposed a similar program for mental health crises.
Mental Health First Aider – Training
To become a Mental Health First Aider, individuals must complete a in-person or virtual training course led by a certified instructor. The exact length of the course can vary slightly depending on the specific program.
The training teaches participants how to spot signs and symptoms of mental health issues, provide initial support, and guide a person towards appropriate professional help and resources. It focuses on developing core skills like active listening, assessing risk, and giving reassurance.
Some of the common topics covered in Mental Health First Aid training include:
- Understanding common mental health disorders like depression, anxiety, psychosis, substance use disorders, and self-harm/suicidal ideation
- Risk factors and warning signs of mental health crises
- De-escalation strategies and crisis mental health first aid
- Importance of mental health promotion and early intervention
- Cultural considerations and reducing stigma
- Legal issues such as privacy, disclosure, and duty of care
- Resources and systems for professional and self-help
To maintain certification, first aiders must retake the full course every 3 years. There are also supplemental continuing education options available online and in-person anually to refresh knowledge and skills.
Mental Health First Aider – Skills
A mental health first aider needs to develop key skills to be effective in their role. Some of the most important skills include:
Communication
Strong communication skills are essential. A mental health first aider needs to be able to have compassionate, non-judgemental conversations with struggling employees. They should ask open-ended questions, actively listen, and know when to speak and when to remain silent. Clear communication promotes understanding and trust.
Listening
Active listening skills allow a mental health first aider to fully understand an employee’s situation without interruption. They must be able to pick up on verbal and non-verbal cues. Listening shows the employee they are supported.
Empathy
Showing empathy, care and concern is vital. A mental health first aider must try to understand an employee’s perspective and emotions. They should validate the employee’s feelings and experiences rather than minimising them. Empathy establishes rapport and safety.
Recognising Symptoms
First aiders need to recognise signs of mental health issues like stress, anxiety, depression and suicide risk. Spotting early warning signs allows for early intervention and support. Knowledge of symptoms comes from training.
Providing Initial Support
When approached, the mental health first aider’s role is to provide initial support through empathetic listening, assessing risk, giving reassurance, and assisting the employee in finding professional help and other support resources if needed.
Benefits of Having Mental Health First Aiders
Having mental health first aiders in the workplace provides many benefits for employees as well as for the organisation’s culture, performance, and management of absenteeism.
Benefits for Employees
- Employees have someone to turn to when struggling with mental health issues, reducing stigma around seeking support. Mental health first aiders provide a listening ear and can guide employees to professional help if needed.
- Employees feel more supported and valued when their mental health is prioritised. This leads to increased job satisfaction, engagement, and loyalty.
- Employees receive validation that it’s okay to talk about mental health at work. They have an advocate who understands their experiences.
- Employees benefit from early intervention if they’re noticed struggling. First aiders can provide immediate assistance, preventing small issues from escalating into crises.
For Organisation’s Culture and Performance
- A culture of openness, trust and care is created when mental health is supported. Employees feel psychologically safe to be their authentic selves.
- Morale and motivation increase when employees know their wellbeing matters.
- Conflict, absenteeism, and presenteeism decrease in a mentally healthy culture focused on resilience and prevention.
- Staff retention improves when employees feel valued and cared for. Replacing staff is reduced, saving costs.
- Customer satisfaction increases through consistent service from a engaged, healthy workforce with low turnover.
For Managing Absenteeism
- Absences are reduced when mental health issues can be addressed early before reaching critical stages.
- Presenteeism decreases as employees feel supported to take time off when needed, without fear of judgement.
- Return to work and temporary modified duties are facilitated by mental health first aiders, enabling a gradual transition back after absences.
- Data collected by mental health first aiders provides insights to guide interventions that proactively reduce absenteeism.
- Referrals and access to support means mental health crises requiring long absences are diminished.
Implementing a Mental Health First Aid Program
Implementing an effective mental health first aid program requires careful planning and preparation. Here are some key steps for organisations looking to launch a program:
Gain Leadership Support
- Get buy-in from senior leaders and decision-makers. Explain the benefits of mental health first aid and how it aligns with company values. Provide data showing ROI from other companies.
- Identify an executive sponsor who will champion the program and allocate budget/resources.
- Develop a proposal for leadership that outlines the program, costs, timeline, and success metrics.
- Encourage leaders to complete mental health first aid training themselves to set an example.
Select Mental Health First Aiders
- Decide how many first aiders you need based on workforce size and location(s). Aim for 1 first aider per team or per 50 employees.
- Choose empathetic, responsible individuals seen as natural helpers by their peers. Avoid selecting only managers/supervisors.
- Make the role voluntary rather than mandatory. Look for intrinsically motivated employees.
- Ensure diversity and inclusion across gender, race, age, department, etc.
Logistics and Training
- Select an appropriate training provider.
- Determine training logistics – in-person, virtual, length/schedule.
- Budget for training fees, replacements for employees in training, materials, and ongoing re-certification.
- Develop a communications plan to promote awareness and participation in the program.
Program Rollout
- Start with a pilot group of first aiders, then expand in phases if successful.
- Formally launch the program company-wide – email announcement, all hands meeting, intranet page with FAQs and first aider contacts.
- Provide identifiable materials like lanyards or lapel pins so employees know who the first aiders are.
- Continuously gather feedback from first aiders and employees to improve the program over time.
Mental Health First Aider Responsibilities
A mental health first aider has an important role to play in supporting employees. Some of their key responsibilities include:
- Being a point of contact: First aiders for mental health make themselves available for employees who want to talk about any mental health issues they are facing. They are ready to listen without judgement and provide initial support.
- Maintaining confidentiality: It is essential for first aiders to keep any conversations private and not share details with others unless there are safety concerns. This helps build trust with employees reaching out for support.
- Connecting people to resources: While a first aider for mental health provides a listening ear, they are not therapists or counsellors. Their role is to have knowledge of professional services available, both internally and externally, that they can connect employees to for further assistance. This may include counselling services, or community mental health resources.
- Following up: A good mental health first aider will check back in with employees they’ve spoken to see how they are doing. They want to ensure the person felt heard, and has accessed any additional help they may need.
- Encouraging self-care: First aiders for mental health promote the importance of self-care strategies to maintain mental wellbeing. This includes getting adequate sleep, exercise, nutrition, social connection, and work-life balance. They lead by example.
- Raising awareness: First aiders for mental health take opportunities to reduce stigma around mental health issues. They educate colleagues about signs and symptoms to look out for, and how to support anyone struggling. Their goal is an open and understanding work environment.
The responsibilities require empathy, active listening, problem solving, and communication skills. With proper training and continuing education, mental health first aiders can make a real difference in early intervention and suicide prevention. Employees know who to turn to when they need caring support.
Self-Care for Mental Health First Aiders
It’s crucial for Mental Health First Aiders to practice self-care and maintain boundaries to avoid burnout. First Aiders deal with sensitive situations and emotional distress on a regular basis, which can take a toll. Here are some tips for self-care:
- Set boundaries and limit caseloads. Don’t take on more than you can handle. Set office hours and limits on the number of people you assist in a given period.
- Don’t offer counselling services. Make it clear your role is to provide initial support and connect people to professional resources. Don’t act as a counsellor.
- Leave work at work. Don’t take others’ problems home with you. Make time for self-care activities outside of work.
- Practice stress management. Try yoga, meditation, journaling or other stress relief strategies. Make time to decompress.
- Nurture personal relationships. Invest in relationships with friends and family for support.
- Get professional help if needed. Seek counselling if you experience burnout or vicarious trauma. Don’t go it alone.
- Reflect on what you’ve learned. Note successes and areas for improvement. Continue developing skills and knowledge.
- Take breaks when needed. Take time off during especially demanding periods. Listen to your needs.
With the right boundaries and self-care, First Aiders can avoid burnout and continue supporting others. Having a self-care plan is essential.
Mental Health First Aiders – Case Studies
Examples of successful implementation of Mental Health First Aid programs at companies include:
Zurich Insurance
Zurich Insurance has trained over 100 employees globally in Mental Health First Aid close to 400 employees have participated in and successfully passed Mental Health Awareness training. They started with training leaders and managers before expanding the program more broadly. The training received positive feedback, with 95% saying they felt better equipped to have open conversations about mental health. Employees reported feeling more confident in supporting colleagues and addressing stigma.
EY, formerly known as Ernst & Young
Ernst & Young  has trained over 550 partners and staff in the UK and Ireland in Mental Health First Aid. They integrate the training into their overall mental health strategy. Participants gain skills to spot signs of mental health issues and provide initial support until professional help can be accessed. Ernst & Young says the training has been vital in creating an open culture around mental health.
Unilever
Consumer goods company Unilever has over 250 Mental Health First Aiders globally since starting to roll out training in 2016. They’ve found it particularly beneficial for line managers and team leaders who can better support their direct reports. Employees say they feel more able to bring their whole self to work and discuss mental health openly.
Conclusion
Mental health first aiders are increasingly seen as an important aspect of workplace wellbeing. As the stigma around mental health continues to decrease, more and more employees will likely turn to mental health first aiders as a resource. With proper training and support, mental health first aiders can provide a critical listening ear and guide colleagues to further help if needed.
More workplaces will hopefully adopt a program to ensure employees always have someone confidential to talk to. Continued promotion and normalisation of mental health discussions at work will make the transition smoother. Outside of work, mental health first aid training is valuable for anyone who wants to support their community. We all have a role to play in being there for each other.
While addressing a mental health crisis will never be easy, mental health first aiders are equipping themselves to have those difficult conversations with empathy and care. Just by being available to listen without judgement, they are providing a service that can make an immense difference to struggling colleagues. With more open conversations happening around mental health, there is hope that first aiders will continue to help lower the barriers to support.
Empower Yourself and Your Workplace
Are you tired of seeing your colleagues struggle and feeling powerless in offering help? Ready to make a real difference in promoting mental health in your workplace? Dive into our First Aid for Mental Health Courses at Wellbeing in Your Office.
Our certified courses are designed to equip you with the knowledge and confidence needed to address mental health issues in the workplace effectively. Not only will you gain the proficiency to handle any crisis, but also promote positivity and resilience within your team, helping to create a truly supportive and healthy work environment.
Don’t wait! Make a solid investment in mental health and address the urgent demands of our times. Join us on this journey to promoting wellbeing in your office and contact us to get started today!
Disclaimer: The information provided in this article is intended for general knowledge and educational purposes only. It should not be construed as professional health, legal, or business advice. Readers should always consult with appropriate health professionals, human resource experts, or legal advisors for specific concerns related to mental health and wellbeing in the workplace. While every effort has been made to ensure the accuracy of the information at the time of publication, Wellbeing In Your Office cannot be held responsible for any subsequent changes, updates, or revisions of the aforementioned content.