Mental health-related illnesses were one of the main causes of staff absence last year, with 70 million working days being lost in total, a new industry report has revealed.

The report, Employment is good for mental health, overseen by chief medical officer professor Dame Sally Davies, found that the days lost due to depression, stress or anxiety have increased by 24 per cent since 2009. Furthermore, three-quarters of those suffering with mental illness are currently not receiving any treatment, despite recent evidence suggesting that EAPs and counselling significantly reduces staff absence.

"We are starting to see hard evidence of the return on investment that can be realised with low-cost interventions such as Employee Assistance Programmes," said Charles Alberts, Senior Consultant at Aon Employee Benefits. "However, ensuring that EAPs and other interventions become proactive and effective requires a continuous commitment and effort from both the provider and the employer."

So whilst a 'good provider' should ensure there is a regular feed of literature, posters and fresh topics, an employer who knows the types of messages that are likely to resonate with staff should know which communications will have maximum impact, Alberts added.

The new report makes a series of recommendations including implementing rapid access to treatment for those suffering with mental health problems and encouraging employers to make 'simple' changes such as offering flexible working hours and staying in regular contact with absent employees.

Speaking to the media in response to the report's findings, Davies commented: "Anyone with mental illness deserves good-quality support at the right time. One of the stark issues highlighted in this report is that 60% to 70% of people with common mental disorders such as depression and anxiety are in work, so it is crucial that we take action to help those people stay in employment to benefit their own health as well as the economy."

Alberts added: "This report serves a reminder that organisations should not rely on external providers alone. A basic intervention such as training all line managers on Stress Management (a service offered at a fee by most Employee Assistance Programme providers) can be highly effective not only to enhance productivity, retention, and goodwill – but also as a critical reminder of the statutory requirements to manage stress in the workplace."

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