Mental illness is not taken as seriously as it should among many workplace managers, it has been claimed.

A report from AXA PPP healthcare showed that more than two thirds (69 per cent) of senior managers and business owners in the UK believe that suffering from stress, anxiety or depression is not an excuse for taking time off work.

Some 1,000 senior business managers, managing directors, chief executive officers and owners were polled for the study, while the same number of employees were also surveyed. 

Despite believing that mental illness is not an excuse for sick leave, one in five said they would worry about an employee’s ability to do their job if they had a mental health issue.

Furthermore one in six said they would worry about the consequences for themselves personally, such as it reflecting poorly on their management style or having to pick up additional work.

1 in 4 managers have expierenced mental health problems

What makes the findings all the more concerning is that this lack of understanding comes despite the fact that one in four managers acknowledged that they have experienced a mental health problem themselves.

Speaking about the findings, Dr Mark Winwood, director of clinical psychology at AXA PPP healthcare, said: “Stress and mental health issues affect one in four people on average in any given year and one in six at any given time. With this rate of occurrence, we need to work harder to eliminate the stigma surrounding mental ill health. 

“Businesses are well placed to lead the way to changing this harmful prejudice by giving their employees the necessary tools and support to enable them to discuss mental health in an open and unbiased way.”

Unsurprisingly, nearly half (46 per cent) of employees surveyed thought their employer didn’t take mental health issues seriously. 

However, one way that organisations can reduce the impact that workplace stress has on their employees is to make it easier for their staff to have a better work-life balance.

This could be done by for example, by reducing workloads or introducing flexible working schedules, or allowing staff to work from home.

Technology such as self-service time and attendance software can help to facilitate this and make it easy for organisations to monitor workers with different schedules and employment patterns.