How to support a civil servant with mental health difficulties

If, as the Employers' Forum on Disability says, nearly three in every 10 employees experiences a mental health problem in any one year then more than 134,000 civil servants may have struggled to manage their wellbeing and their work last year. We've calculated that 315,516 working days were lost in the civil service in 2013 due to stress, anxiety and depression (using the ONS Labour Force Survey for 2013).

It's no wonder that the civil service now measures the wellbeing of staff through the annual Civil Service People Survey in the same way that ONS measures the wellbeing of the population. The aspects of any workplace that influence our wellbeing (relationships with managers and colleagues, levels of autonomy, and fairness associated with performance, pay and promotion, for instance) are all well documented – as is the clear link between wellbeing and staff engagement.

One of the most useful, least utilised and, I believe, no longer printed booklets (though it can be found online) is called Small Change Big Difference. It's a collaborative guide produced by Rethink and the civil service to support both staff with mental health difficulties and their managers. Informative and easy to read, it contains some really useful tips about reasonable adjustments, managing in a crisis, and how someone's work might be affected by mental health difficulties. It demystifies what's frequently considered to be one of the hardest parts of being a manager and could go a long way towards helping managers foster safe, open and productive work spaces for employees.

At the Charity for Civil Servants, we support people throughout their lives, with whatever problems they may have. Significant numbers of people tell us that they're particularly affected by stress, anxiety and depression.

In fact, 29% of all civil servants have specifically spoken to us this year about their struggles with their mental health and how that impacts on their work and family life. Money, debt and mental health are inextricably linked and, with static wages and rising costs of living, it doesn't take much for people to feel overwhelmed. Physical illness, bereavement or having to care for someone close to you also have a huge effect on your wellbeing, particularly when combined with a difficult or pressured work environment.

Sometimes it feels incredibly hard to find the right thing to say when your friend or colleague is struggling. In these situations we often think it best to say nothing rather than the wrong thing – but none of us wants to feel ostracised, stigmatised or alone – least of all when we're struggling to cope. Simply being there, being ready to listen and being willing to talk mean a lot; that offer of a lunchtime walk round the corner to a gallery or park has the power to make your colleague feel valued and appreciated. Don't be afraid to ask how you can help.

When talking about it is too tough, it can be easier to communicate by text. Two civil servants recently featured in Time to Change's time to talk series, in which they discussed the massive value of texting about their problems. It allows them an easy, uninvasive channel for supporting each other that works both ways and lets them reply only when they feel ready. What's important is that they know you'll be there when they're ready to get in touch. Use email and ecards as well – you may be surprised at how much they mean to people.

You don't have to be an expert in mental illness to help someone who's struggling, but it never hurts to learn more about how it could be affecting them, or what other help might be available. Research shows that the way family, friends, neighbours and colleagues behave can have a big impact on the lives of people with mental health problems. Helping to ensure your friend or colleague is not afraid to speak out about their problems can make them feel much more comfortable and part of the team.

Mental health problems needn't stop you from working. While work can provide identity, friendship, a steady routine and a salary, if you are experiencing mental distress it can be difficult either to keep working or to know what support you can expect from your employer. We always encourage people to find out all they can about their difficulty, talk to their GP and talk to their managers. There's lots of support out there – just don't be afraid to look for it.

Judith Smith is director of help and advisory services at For You By You, the charity for civil servants

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