Protecting Remote Working Staff’s Mental Health

With remote work now common for many businesses, it’s important to address the mental health challenges that can come with it. While remote work offers flexibility, being away from a shared workspace can leave employees feeling lonely and out of touch. Brendan Street shares insights from Nuffield Health's in-depth research on how employers can support the mental well-being of remote teams in today’s work world.

Mental health and remote workers

According to Nuffield Health's whitepaper, mental health issues could develop more frequently amongst remote workers, as they may find themselves separated from communication channels and support mechanisms. However, there are three main steps that employers can take to support their staff’s mental health while remote working:

1. Communication

Make sure that company health protocols are clear. It's vital to support your remote working staff by keeping them in the loop with regular video conference calls and updates on how your company is adapting in line with government guidance and best practice to prevent the spread of the virus.

This means keeping staff informed of the steps you’re taking as a company and what to do if staff begin to feel unwell. It's also important to ensure you have appropriate policies in place such as secure remote working.

Younger, or less experienced, employees may need more regular communication to feel supported. Build out your engagement strategy by assessing how different demographics want to be communicated with. The most obvious answer for many modern employees is mobile. People are on their phones most of the time, so getting company updates on their devices ensures they’re receiving your communication on the right platform.

2. Boundaries

When it comes to remote working, it can be easier for employees to work longer hours and take less breaks to get more work done. Again, this can have a negative impact on the mental and physical health of your staff.

To prevent this, make sure you keep work communication within employees’ official hours and encourage them to work within this timeframe too. Trust between the manager and the employee is vital for remote working to succeed for both sides. There must be regular communication with the manager and wider team, with agreements on set times employees will be contactable and ways they can contact their line manager so they don’t feel isolated.

Set hours should be reviewed regularly in this time of uncertainty and shared calendars can help employees feel more structured and know when to ‘clock off’.

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3. Interventions

Many employees are going to experience symptoms of distress and anxiety as the virus reaches its peak. In addition to this, home working can negatively impact the process of adapting to significant sources of stress or trauma. This can all amalgamate to negatively impact the mental health of employees.

It’s important to provide employees with coping mechanisms and to create a range of personalised interventions to meet the needs of your remote workforce and effectively reduce stress and burnout.

Highlight existing workplace offerings like employee assistance programmes (EAPs) which offer direct, confidential contact with counsellors and mental health experts. Consider inviting an expert to give a virtual company talk on general coping mechanisms for anxiety. This may help those who are worried about speaking to managers or employers about their fears.

Supporting the mental health of remote employees is essential for building a healthy work culture. By focusing on good communication, setting clear boundaries, and offering mental health support, employers can help reduce stress and boost well-being. Remember, mental health is just as important as physical health, and with the right steps, remote work can be a positive experience for everyone.

About the Author

Brendan is the Professional Head of Emotional Wellbeing at Nuffield Health. He has over 25 years of experience treating mental health problems in the NHS and private sector. Brendan is a BABCP Accredited Cognitive Behavioural Psychotherapist and Supervisor, fully qualified EMDR (Eye Movement Desensitisation and Reprocessing) practitioner, and NMC registered Mental Health Nurse.