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Guidance note 3 - Guidance for staff

  1. The mental health and wellbeing policy of the University of St Andrews
  2. Guidance notes
  3. Common causes
  4. Mental health emergencies
  5. Responsibilities in an emergency
  6. Responsibilities in a non-emergency
  7. Support in a non-emergency
  8. Individuals

1. The mental health and wellbeing policy of the University of St Andrews

The University has developed and adopted a Mental Health and Wellbeing Policy (2003) which is based on the recognition that its staff and students should feel supported in their work and study. By the implementation of this policy and associated guidelines, the University hopes to prevent stigma attaching to mental ill health and to raise awareness of mental health in the workplace.

2. Guidance notes

Accompanying the Policy are sets of Guidance notes offering practical guidance to all students and staff. These Guidance notes are the third in the series and offer guidance on the steps that can be taken to assist colleagues who might be dealing with mental health issues.

3. Common causes

Mental Health difficulties can present for a variety of reasons; some of the common ones are:

  • Anxiety
  • Depressive illness
  • Stress
  • Bereavement
  • Substance misuse: alcohol / drugs

In some instances the workplace can be one of the contributory factors, and where this is identified Human Resources will work with Occupational Health Services to respond and offer assistance to the problems.

Assistance for individuals may be found through current policies available from Human Resources such as the Sickness Absence Policy, the Guide to Stress Recognition and Reduction and the Managers’ Guide to Monitoring Stress and the Alcohol Policy.

Other agencies may also be able to offer specific help for specific health problems. These include Fife Health Board, General Practitioners and external voluntary agencies such as:

4. Mental health emergencies

For the purposes of this document, mental health emergencies may consist of any of the following:

  • The person is considered to be an immediate danger to themselves.
  • The person is considered to be a danger to others.
  • The person is exhibiting extreme distress.
  • The person is neglecting their own health (eg neglecting medication, self care or failing to eat adequately) such that they are likely to trigger a crisis.

5. Responsibilities in an emergency

In the event that you become aware/involved in a situation with a colleague who appears to be suffering from an acute mental health emergency you should first ensure your own safety by:

  • Assessing the risk of harm to yourself and others.
  • Alerting another member of staff.
  • Not invading the “private space” of the individual concerned.

Having done this you should then:

  1. Contact the appropriate Emergency Services dial (9)999 eg Police, Ambulance, Fire.
  2. Contact the School/Unit First Aider if appropriate.
  3. Inform a colleague (ideally your line manager) who can then inform either Human Resources, Occupational Health, the Safety Office or Student Services as appropriate.

6. Responsibilities in a non-emergency

Where you think a colleague might be suffering from non-acute mental health difficulties you should raise your concerns to your manager / Head of School / Unit. As Head of School / Unit, you could advise the individual to contact Occupational Health informally or, if the condition is affecting the individual’s performance at work, a formal referral to Occupational Health could be made via Human Resources.

7. Support in a non-emergency

If you find yourself in a situation with a colleague in distress you should consider the following:

  • Console the individual and offer comfort.
  • Offer practical support/help (for example: ensure some privacy, arrange cover for their immediate workload).
  • Advise that assistance is available at Occupational Health, Chaplaincy etc.
  • Advise them to contact their GP and appropriate external support agencies.

8. Individuals

If you feel that you are experiencing mental health difficulties you should seek help at an early stage from one or more of the following:

  • Immediate colleagues or your Head or manager or supervisor.
  • Occupational Health who can provide support and advice on other professional help available on a confidential basis.
  • Human Resources.
  • The Rev Jamie Walker, the University Chaplain.

If you approach Occupational Health independently, Human Resources and your Head of School / Unit are not informed. Where your condition is affecting your performance at work it may be that your Head of School / Unit refers you to Occupational Health via Human Resources. However, in such circumstances, no confidential health information will be disclosed without your written consent.