Email: admin@workwellnessuk.co.uk

Phone: 07795 214 663

Work Wellness employee mental health assessment

1. Key features.

CONFIDENTIAL

60 minute, 1-2-1, mental health conversations with empathetic and experienced Occupational Health Specialist Practitioners. 

RELIABLE

Builds upon NICE accredited tools for reliable assessment of Anxiety and Depression.

AGILE

Delivered either at your site, turning a meeting room into a clinic for the day, or to your homeworkers via video conference.

RESILIENCE

Helps all your  employees, including homeworkers, to improve their mental resilience.

INSIGHTFUL

We mine the rich Mind Matters database to inform occupational health and wellness programmes targeted to the specific needs of your business.

2. Step by step guide.

Click on a step below to view more detail.

Reliable mental health assessment can be affected by:

  • Misunderstanding of the questions being asked.
  • Overly optimistic or pessimistic disclosure of mood (surveys find a tendency towards pessimism).

We help ensure a reliable mental health assessment by:

  • Careful positioning of questions and further explanation where needed.
  • Helping the employee take a balanced view of their mood during the weeks leading up to the day of the assessment.

The information disclosed during Step 1 is input into our expert system which calculates the employee’s degree of Anxiety and Depression.

The Anxiety calculation uses the GAD-7 tool for assessment of the four most common anxiety disorders:

  • Generalised Anxiety Disorder.
  • Panic Disorder.
  • Social Phobia.
  • Post Traumatic Stress Disorder.

The Depression calculation uses the PHQ-9 tool for assessment of the severity of depressive symptoms, not explained by substance use or another medical or psychiatric condition.

Vital Signs Physical Wellness Assessment uses NICE accredited QRISK-2GAD-7 and PHQ-9 are accredited by the National Institute for Health and Care Excellence for measuring the presence and severity of Anxiety and Depression in primary care situations (e.g., during GP consultations and Mind Matters Assessments).

Two key clinical components of the Mind Matters Assessment encourage the employee to recognise and disclose any underlying stressors:

  1. The objectivity of the GAD-7 and PHQ-9 calculators helps to de-personalise the assessment and externalise any sense that the employee is being “judged”.
  2. We will have been:
    • Establishing trust and rapport.
    • Listening without judgement and acknowledging feelings.
    • Carefully listening for disclosure of the underlying stressors.

Subject to your prior agreement, we carefully categorise any work related stressors described by your employee into one or more of 6 sources such as; Company (where I work), Job (what I do), Resources (the equipment I use).

For Homeworkers, we can also record one or more of 4 additional homeworking related stressors described by your employee such as; Isolation and Loss of Support.

The Mind Matters Assessment is designed to encourage and inform a supportive conversation.  The support we discuss will be informed by:

  1. The Anxiety and Depression calculations themselves and our assessment of the clarity with which the employee understood and answered the questions.
  2. Symptom history, whether; recent, recurrent or persistent.
  3. Availability of a support network, family history, lifestyle and degree of self-care / neglect.
  4. Any strong indications towards a diagnosis e.g., autism, bi-polar disorder, psychosis.
  5. The source of any underlying stressors.

Some employees request a continued Mind Matters conversation:

  • They have enjoyed the safe space established with our Specialist Practitioner.
  • They may have invested emotional capital by opening up and disclosing information which they have never shared with their; life partner, family, friends or colleagues.
  • They may have moderate or severe anxiety and / or depression but do not wish to follow a referral pathway to their GP or to specialist practitioners.

Our response to these requests will be agreed with you as part of the Mind Matters Assessment programme set-up.

The Mind Matters Assessment will have:

  • Reliably assessed your employee’s mental health.
  • Measured the extent to which any work / homeworking related stressors are affecting your employee’s mental health.
  • Provided us with context to help translate data into knowledge and understanding.  For example, the data might show that 75% of employees cite “Career (My future)” as a source of work related stress.  However, the majority of the 75% have minimal to mild anxiety / depression scores, suggesting that whilst Career prospects might be an issue, it is unlikely to be causing or exacerbating mental health issues.

We can report on this data:

  • Anonymised by summing and averaging the content of individual assessments up to an organisational level.
  • Combining it with the context in which it was generated.

To put you in touch with employee worries and anxieties and help inform actions you might take at an organisational level to address any work related stressors.  In the example above, “Career” was most frequently mentioned together with words such as; re-structuring, rationalising, relocating.  It was rarely mentioned together with words such as; thwarted ambition and discrimination.

3. Insights.

Mind Matters Mental Health Assessments generate a rich database of measures about your employees which we’ll mine for insights and ideas for targeting occupational health provision and proactive wellness initiatives at the specific needs of your business.

Annual workforce health Insights can be provided free of charge if at least 100 health assessments have been purchased during that year.

Browse these example insights:

4. Why invest.

Promote.  The cost of getting it wrong:

Employees are struggling with undiagnosed and untreated mental health issues.

One in six adults (17%) in England meet the criteria for a common mental disorder such as Anxiety or Depression and yet 61% are undiagnosed / not accessing treatment1.

It is probable that the trend towards increased homeworking will further exacerbate work related stressors with up to 64% of homeworkers struggling with physical or mental health issues2.

Increased presenteeism, absenteeism and turnover amongst undiagnosed and untreated employees costs businesses between £1,3003 and £2,0004 per employee per annum.

Promote.  The benefits of getting it right:

Mind Matters mental health assessments:

  • 10% of employees struggling with moderate to severe mental health issues were identified, supported and signposted to suitable self-help resources and referred for further specialist support.
  • 23% of homeworkers describe their isolation from peers and managers as a “significant” source of negative stress.  A further 16% complain of a lack of support from their employer to address the adverse physical and psychological aspects of homeworking.  
  • Employees benefit directly from the Mind Matters conversation, which many describe as “a therapy in itself”.
  • Employers benefit from the insights provided, enabling the identification of key issues amongst their workforce, informing the design of targeted solutions.

Mind Matters Fact Sheets.

Click on an image to view the fact sheet.

Employee mental health report
Fact Sheet: Anxiety & Depression
Sleep fact sheet
Fact Sheet: Sleep
Sources:
  1. Adult Psychiatric Morbidity Survey: Survey of Mental Health and Wellbeing, England.  NHS Digital.  2014.[]
  2. Working at Home Wellbeing Survey.  Institute for Employment Studies.  April 2020.[]
  3. Mental health problems at work.  Centre for Mental Health.  Sept 2017[]
  4. Mental Health and Employers.  Deloitte.  Oct 2017[]