After all the frenzied build up to the festive season, the parties and celebrations, miserable January arrives…

Family relationships often come under strain over the Christmas period, lawyers report January as their busiest month for new divorce cases. Credit card statements arrive and the financial toll of the festivities hits, the BBC news recently reported that debt charities also have their busiest month in January.  Couple all this with the cold, gloomy weather and short days then it’s not surprising that many people have the January blues.

For most people, this is short-lived, signs of spring arrive and the days begin to get longer and optimism returns. However for some this is not the case, low mood and depression can take hold and lead to long-term mental health issues.

Employers need to tune into their staff to make sure that real mental health issues are not dismissed as January blues, although admittedly it can difficult to distinguish. A watchful eye is good policy for those who have a history of depression and anxiety as their condition can become more complex and difficult to manage during these long cold winter months.

Employers who take proactive steps in promoting good wellbeing and positive mental health reap the benefits of a happier and more productive workforce. A supportive culture empowers employees to be open about mental health issues and seek help early.

Managers should be encouraged to ask staff how they are and take the time to properly listen to the answers, coupling this with reviewing performance in the role and absence record can really highlight where mental health problems may be developing. The offer of help at such a time can make a huge difference to the employee and very often avoid the development of mental ill health.

Good employers will have clear and comprehensive policies for health and wellbeing and a range of support services available to employees. Communication and ease of access is key, many employers underestimate this aspect and as such employees do not realise what is available to them or how to access it.

Confidentiality is also important, despite the great progress in reducing the stigma surrounding mental health conditions, many individuals still feel embarrassed to admit that they have a mental health problem. Consequently many employees attempt to hide their problems which can exacerbate them and lead to much worse problems, and they may only reach out for help when a crisis point is reached.

Training for employers and managers in wellbeing promotion and dealing with mental health problems is available from a variety of sources such as mental health charities and consultancy firms.

Whilst many employers offer Employee Assistance Programmes, these tend to be underutilised and can be limited in their offering. More comprehensive support services are often included with Group Insurances such as Critical Illness, Income Protection and Life cover. However employers should look carefully at the content, as they can range from a light-touch helpline through to long-term support from a registered mental health nurse with a clinically assessed course of therapy or counselling. The important thing is to offer the most appropriate support for your staff.