Roles and responsibilities

The TUC workbook Mental health and the workplace suggests that a policy should clarify the roles of:

• line managers — in encouraging people to disclose mental health problems and their role in supporting such people;

• human resources — in monitoring the effectiveness of the policy and linked policies in developing a mentally health workplace;

• employees — setting out the responsibilities they have towards each other in this area and possibly including a role for some as mental health first aiders (see also page 35); and

• union reps (including any specialist reps such as safety and equality reps) — identifying their role in promoting mental health, supporting members, representing members and monitoring the impact of workplace policies and procedures on mental health.

In some cases it may be appropriate to seek the establishment of a joint employer/union working group to take forward the mental health programme. For example, a joint stress/wellbeing group has been established at Westingfield Springfield Fuels, which is chaired by the union convenor with other roles carried out by a senior executive manager and the occupational health manager. It focuses on mental health, lifestyle, musculoskeletal and work health.