Why Should Small Business Owners Invest in Mental Health?

Mental Health in the Workplace

Mental Health Support in NZ Workplaces: Awareness Grows, Action Needed

Mental health is gaining visibility in New Zealand workplaces, but new research from Peninsula Group reveals a gap between rising employee needs and the support currently offered. In a global survey of over 79,000 small to medium-sized businesses, 30% of New Zealand employers reported an increase in mental health-related sick leave, while 52% observed more staff facing mental health challenges. Despite this, 73% of employers said they do not offer dedicated mental health days—and have no plans to introduce them within the next year. Kayleigh Frost, Associate Director of Operations at Wisdom Wellbeing ANZ, Peninsula New Zealand’s EAP services provider, says the data reflects a shift in employee openness, but also highlights the need for stronger support systems. “We’re seeing more honesty around mental health, which is encouraging,” she said. “But there’s still a long way to go. Even small steps, like basic manager training, can make a big difference.” Currently, only 25% of New Zealand employers offer an Employee Assistance Program, and just 28% have introduced new wellbeing measures in the past year. A concerning 77% of employers are not confident their staff would feel safe disclosing mental health issues—suggesting stigma remains a barrier. Compared to countries like Canada, where mental health initiatives are more widely adopted, New Zealand businesses have room to grow. Frost emphasizes that effective support doesn’t need to be complex or expensive. “Support needs to be accessible and meaningful, not a tick-the-box exercise,” she said. With poor mental health costing New Zealand employers an estimated $1.3 billion annually, the case for action is clear. As awareness continues to rise, the challenge now is turning that awareness into tangible, consistent support for employees. Click here to read the full press release. Click here to read the full whitepaper and see how mental health support in New Zealand workplace compares to other countries.

Mental Health in the Workplace

The Future of Workplace Mental Health: Trends & Challenges

A happy and mentally healthy workforce is known to be more productive, leading to a healthier bottom line. To help you assess your efforts and plan for the future, let’s explore the latest trends and challenges in workplace mental health. Mental health tech With devices connecting staff to their jobs 24/7 and enhancing the risk of burnout , tech is often viewed as a threat to workplace mental health. However, tech can also be a mental health ally. Many employers are harnessing cutting-edge tech by: Offering digital counselling: This is a convenient, easily accessible and confidential way for employees to get help with mental health challenges. Digital counselling can be especially beneficial for remote employees who are unable to access traditional face-to-face counselling. Providing mental health resources: There are now numerous apps and online platforms that provide employees with access to mental health resources. This can take the form of chatbots serving information specific to their issue, to full online therapy programs. Tracking employee mental health: Technology can be used to track employee mental health data, such as stress levels, sleep quality, and mood. This data can be used to identify employees who may be struggling and provide them with the support they need. Making data-driven improvements: The same data can also be used by employers to pinpoint what’s working and what isn’t with their mental health initiatives. Employee data allows businesses to make customised changes that maximise the impact of the support they offer. Inspirational leadership When it comes to preventing workplace lows, inspiration can come from the top. Many forward-thinking businesses are encouraging leaders and senior management to set the tone by: Talking openly about mental health: Leaders can normalise the mental health conversation by openly talking about their own experiences and encouraging employees to do the same. Practicing self-care: If employees see senior management taking proactive steps to care for their mental health, they are more likely to do this themselves. Rather than being ‘workaholics’, business leaders should strive to be wellbeing role models. Encouraging help-seeking: Leaders can actively encourage employees to seek help and provide practical guidance on the steps they need to follow to access any support offered by the business. Psychosocial hazard awareness In recent years, identifying and minimising psychosocial hazards has become an integral part of any robust work health and safety policy. Psychosocial hazards are any aspects of work that can have a negative impact on an employee’s mental health and emotional wellbeing. They include: Job demands Lack of control over workload and timelines Lack of guidance and clarity Poor change management Traumatic workplace events Workplace violence Bullying and harassment Conflict and dysfunctional relationships Remote work and isolation With awareness on the subject rising, many employers are acknowledging their duty to identify hazards, take reasonable steps to reduce or eliminate them, and provide support to employees who suffer because of psychosocial hazards. Remote work wellbeing It’s clear remote and hybrid work is here to stay. Remote work can have a number of benefits for employers and employees but can also pose some unique mental health challenges. Remote workers may be more likely to experience feelings of isolation and loneliness. They may also have difficulty setting boundaries between work and personal life, leading to burnout. Employers can help to mitigate these challenges by: Regularly communicating: Remote workers need to feel connected to their team and organisation. Employers should hold regular video calls, team meetings, and check-ins. Expectation setting: Remote workers need to know what is expected of them and when they are expected to be available. They also need to be able to set boundaries between work and personal time. Encouraging social connections: Employers can encourage social connection by providing opportunities for remote workers to connect with each other, such as virtual coffee breaks or team-building activities. Offering online support: For businesses with remote workers, it’s especially important to offer online support and digital resources promoting mental health. Crucially, some of these resources should tackle the psychosocial hazards of remote work specifically. Destigmatising mental health Arguably the biggest challenge employers face is destigmatising mental health in the workplace. When mental health is viewed as a risky subject or a sign of weakness, employees may be afraid to talk about their struggles or seek the support they need. Employers can help by: Being open: The first step to normalising mental health issues is to talk about them openly. Business leaders can play a powerful role, demonstrating that mental health issues affect even the most successful people. Challenging negative stereotypes: Whenever companies discuss mental health, they should make it clear the challenges are real and can affect anyone, regardless of their age, gender, race, or socio-economic background. Negative assumptions only furrther complicate an already complicated issue. Holding awareness events: Ultimately, knowledge is the key to destigmatising workplace mental health. Employers can build empathy among staff by holding mental health awareness events. Talk to Peninsula At Peninsula, we pride ourselves on supporting businesses and the people running them. Our trained experts are on hand 24/7 to help you understand your mental health obligations and can provide tailored mental health policies. Contact Peninsula to find out how we can help you make your workplace happier, healthier and more productive. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

Mental Health in the Workplace

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program – more broadly known as EAP – is offered by employers to help employees, and often their immediate family members, maintain or improve their mental health and wellbeing. An EAP program is designed to help individuals address a range of personal and work-related issues. It offers a safe, non-judgemental, and confidential counselling service focused on providing mental health and wellbeing support from qualified counsellors. One of your employees may be struggling with a relationship breakdown, financial stress, family violence, depression and anxiety, loss of a loved one, gambling, alcohol or substance addiction. You may be unaware an employee is silently dealing with one of these life challenges until it impacts their work performance or attendance. What are the business benefits of EAP services? As a small to medium sized business owner or manager you have first-hand experience of the challenge of attracting and retaining high performing employees. The benefit of an employee assistance program is its accessibility. The service provides employees with coping strategies and resources. This support allows them to better manage personal and work-related stress they find overwhelming. Helping to maintain productivity, ultimately benefiting your business. By supporting employee wellbeing and job satisfaction through an EAP, you can improve staff retention and reduce the need for frequent hiring and training. Healthy and happy employees are more engaged in both your business and their role, reducing absenteeism and increasing overall workplace morale. Employees can access help knowing their concerns will be handled discreetly and professionally. They are able to be open and honest about their challenges without the fear of judgment or repercussions in the workplace. An EAP typically includes telephone counselling, face-to-face sessions, and online resources. Some employees may be referred to specialised or long-term support if needed. The cost of mental health to business It's often thought mental health challenges affect employees in large corporations in high-pressure, high-stress roles working long hours, or are in specific industries such as healthcare or the legal profession. In reality, SMBs are often more vulnerable to the financial and operational impact of mental health issues. Absenteeism, reduced productivity, and increased workplace health and safety compensation claims as well as high staff turnover is costly for small businesses. As a small to medium sized business owner in New Zealand, the impact of poor mental health is substantial as you have fewer staff to cover for absent colleagues. This reduces productivity, increases workloads, and creates a higher level of stress and fatigue for remaining employees. As a consequence, this could lead to further instances of mental health challenges, stress leave and high employee turnover. Psychosocial hazards and EAP For some time, the focus of health and safety at work has been reducing hazards that could potentially cause a physical injury. In more recent years this has expanded to include psychosocial hazards, which can impact an employee’s mental health and wellbeing. Psychosocial hazards can include: Job demands: An excessive workload, unrealistic expectations leading to project failure, or tight deadlines requiring long work hours leading to fatigue. Employee support: A lack of management or supervisor support, poor co-worker relationships, or limited access to essential resources. Conflict: Workplace violence, verbal or physical intimidation, bullying, or sexual harassment. Role clarity: Unclear job expectations, responsibilities, or performance standards. Lack of recognition: Minimal or no recognition for achievements or contributions. Work isolation: A lack of social interaction or support of remote or isolated employees. An EAP and management of psychosocial hazards are connected. An EAP can play a key role in reducing the effects of psychosocial hazards by providing early intervention services for employees facing workplace stress, bullying, harassment, sexual harassment or interpersonal challenges. Effectively managing psychosocial hazards requires a proactive approach, including identifying and minimising hazards in the workplace. Absenteeism and presenteeism Mental health issues are a leading cause of unscheduled absenteeism. However, presenteeism, where employees attend work but are unproductive, can be an even greater problem. An employee struggling with their mental health may be physically present but functionally absent. Their ability to concentrate and perform tasks effectively is reduced, which could result in safety risks to other employees. This lack of focus can create a work backlog, result in missed deadlines, and a decline in output. The connection between poor mental health, productivity, and absenteeism can be difficult to identify at first and even harder to manage. The stress and anxiety associated with mental health issues can then manifest in physical symptoms, leading to increased sick days and further absenteeism. An EAP program can help employees address challenges before they escalate and impact their personal and professional lives. Providing Employee Assistance Program services should not be considered a perk, but rather an essential part of your business. You’re investing in the ongoing health and wellbeing of your employees. It not only improves morale, productivity, and reduces absenteeism, an EAP can attract and retain top talent by building your reputation as an employer of choice that places the welfare of your employees first. To find out more on how offering EAP services to your team can help them better manage difficult situations, contact the team at Peninsula to learn about our 24/7 counselling helpline and other EAP services.

Mental Health in the Workplace

How to Avoid Employer Burnout During the Holidays

November and Christmas can be an opportunity for small businesses to catch up after a slow and difficult year. While it is important to maximise the Christmas window, it should not lead to employer burnout. Small business owners and mental health It was already hard enough to run a business in New Zealand before one of the greatest workplace disruptions ever. Add a tight labour market, increasing inflation, and rising expenses, and you have business owners pushed right to the edge. Managing employee-related processes, compliance, and recruitment creates headaches for small business owners. 36% of small business owners in Aotearoa New Zealand believe managing employee processes and compliance is taxing their mental health. Aotearoa small businesses are labour-intensive. They rely on labour productivity and staff rather than capital or technology. This reliance is causing an additional strain on small business owners in New Zealand as staff shortages abound and lead to employer burnout. The main stressors for business owners are: Survival of the business Profitability Feeling obligated to work when sick Long working hours Sense of having to do everything on their own Staffing challenges Small business owners are time-poor, unable to take leave or spend quality time with their families. Research has found that even when employers or business owners take leave, they find it tough to detach from the business. There is a gender divide in the stress faced by employers with more than 50% .of women in leadership constantly feeling burnt out. Working parents are disproportionately impacted with 47% of mothers and 38% of fathers feeling the impact significantly compared to others. How can small business owners handle the stress of the holiday season and avoid employer burnout? Build a sustainable work culture If you’re a business owner, you may work exceptionally long hours during the holiday season leading to stress and anxiety. Build a sustainable and supportive work culture that is realistic and practical. Set ‘no emails’ hours- It can be tempting to check your inbox regularly and answer all emails immediately. Set hours where you don’t check emails, so your brain can recharge and focus on the moment. You can also fix a time every day when you check and reply to all emails before calling it a day. Define working hours- Being a business owner means being available 24/7 for your employees and customers. This also means you push yourselves to mental and physical exhaustion. Define your working hours and days and communicate them to your employees and customers. Ensure they know you will not be available outside of these times. Delegate- Small business owners have trouble delegating because they are used to doing everything. Delegating minor tasks can help you free up time and headspace that lets you focus on other tasks. Does this need to be handled by you? Can your employee or manager tackle this? Learn how to delegate effectively. Take regular breaks- Don’t eat lunch at your desk or in meetings. Take regular breaks, take a walk, go for a coffee, or chat with your employees. Focus on well-being Try stress management techniques– Try breathing exercises, meditation, or yoga to help manage stress. Exercise– Finding time to exercise can be tricky, but having a regular exercise routine can dispel energy and clear your mind. Drink water– Hydrate regularly Have a hobby– Having something outside the scope of work can engage your mind, improve creativity, and relax you. Meaningfully connect– Use this time to be present with your family and loved ones. Instead of overcommitting to work, try and connect with your family and embrace the holiday spirit. Safeguard your business Small business owners are trying to remember all their duties and keep track of the changing regulatory environment. Preparing your business gives you breathing space to take a step back and take it slow over the holidays. Know your duties-48% of employers say managing employees in an ever-changing regulatory environment is stressful and confusing. Know your duties and obligations by reaching out to Peninsula. We have helped 30,000 business owners across Australia and New Zealand in employment relations. Have all documents and policies in place- Having accurate documents and policies is half the battle won. The right policies protect your business and communicate expected standards of conduct to your employees. Grow with Peninsula Peninsula has worked with 30,000 employers across Australia and New Zealand. We understand the challenges of running a business and managing employees. Talk to our team today to get access to customised HR and health and safety services.

Mental Health in the Workplace

Who’s Caring for the Carers? Healthcare’s Frontline Mental Health Problem

Frontline healthcare work is physically and emotionally challenging even under normal circumstances, with long shifts, understaffing, a lack of resources, and routine life-or-death scenarios.The pandemic underlined just how tough life on healthcare’s frontlines can be. Doctors and nurses worked around the clock in the most troubling conditions, selflessly putting themselves in harm’s way for the good of everybody else. All this leads to an important question. How well cared for are New Zealand's frontline healthcare workers? Industry research suggests they may not be getting all the mental health support they need. Let’s delve into frontline healthcare’s mental health problem, the underlying causes, and explore what can be done to take better care of the people who take care of us. Frontline healthcare mental health in numbers Most people are well aware that frontline healthcare workers are under intense pressure. However, the industry’s mental health stats still might take you by surprise. WorkSafe NZ reports that compared to all New Zealand workers, healthcare workers are more likely to experience exposure to three types of offensive behaviours, particularly threats of violence. Furthermore, healthcare workers are also prone to low well-being scores, which indicate a higher risk of clinical levels of depression. What are the mental health hazards in frontline healthcare? Frontline healthcare workers are at an increased risk of developing mental health problems due to multiple factors. These include: Long hours: Frontline workers often have their hours consolidated into three or four long shifts each week. This can include night and weekend shifts, disrupting their regular sleep patterns and making it difficult to maintain a work-life balance. Workers who work night shifts also report low psychosocial safety scores than those who don't work night shifts. Fast-paced: As well as working long shifts, frontline healthcare work is fast-paced and often physically draining. High stress levels: Frontline healthcare workers must make difficult (sometimes life or death) decisions under intense pressure. They may also have to deal with demanding patients and family members. Exposure to trauma: Frontline healthcare workers may be exposed to psychosocial hazards and trauma on a regular basis. This could include seeing patients die, witnessing violence, or treating victims of accidents or natural disasters. Lack of support: Frontline healthcare workers may feel like they don’t have enough support from their employers or colleagues. This can make it difficult to cope with the demands of their job. The impact of mental health problems in frontline healthcare Frontline healthcare worker mental health has been gaining attention as a major public health concern in recent years. As well as posing a risk to the well-being of workers themselves, mental health hazards threaten the quality of care. If left unmitigated, these hazards can lead to: Reduced productivity: Mental health problems can make it difficult for frontline healthcare workers to focus on their job and perform their duties effectively. Increased risk of errors: Mental health problems can also increase the risk of errors in the workplace. This can have serious consequences for patient safety. Increased absenteeism: Frontline healthcare workers with mental health problems are more likely to take sick or stress leave . This can put further strain on the healthcare system. Higher staff turnover: Workers who are unable to cope with the mental and emotional demands of their job are more likely to find alternative employment. With current turnover levels, the World Health Organization predicts a global shortfall of 10 million workers by 2030. What can be done to support frontline healthcare workers? There are a number of things that can be done to support frontline healthcare workers with mental health problems: Employers: Employers should provide frontline healthcare workers with access to mental health support services. They should also create a work environment that is supportive and understanding. Arguably the biggest change needed in the industry is the destigmatising of mental health issues among healthcare workers. Colleagues: Colleagues should be supportive of each other and look out for signs of mental health problems in their coworkers. They should regularly check in with each other and encourage teammates to seek professional help if needed. Individuals: Frontline healthcare workers should take care of their own mental health by getting enough sleep, eating a healthy diet, and exercising regularly. They should stay connected and talk with friends, loved ones or other people they trust for support. Finally, they should also seek professional help if it’s all too much to cope with. It’s also important for frontline healthcare workers to remind themselves: It’s normal to feel stressed in their situation Finding the pressure too much to handle is not something to be ashamed of It’s okay to talk to a leader if work hours become unmanageable They are not responsible for single-handedly solving everyone’s problems Their well-being is just as much of a priority as the well-being of their patients Mental health resources for frontline healthcare workers There are a range of mental health resources available to frontline healthcare workers in New Zealand: The Mental Health Foundation: The Mental Health Foundation is a national organisation that provides a range of resources and support for people dealing with mental health problems. They also have a specific section on their website dedicated to mental health and well-being for healthcare workers. All Sorts: All Sorts is funded by the Mental Health Foundation and focuses on providing practical tips to improve mental wellbeing. The All Sorts website includes resources designed specifically for healthcare workers. Lifeline:Lifeline is a national crisis support service that provides confidential support to people in distress. They can be contacted on 0800 54 33 54. Get complete employment relations support with Peninsula If you’re unsure about your mental health obligations as a business owner, Peninsula can help. With our expert advice and practical support, you can create a safe, healthy and supportive work environment for all your employees to thrive in. If you have a question about your responsibilities as an employer or business owner, contact Peninsula for free initial advice today.

Why Should Small Business Owners Invest in Mental Health?

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Related Blog Posts

Mental Health Support in NZ Workplaces: Awareness Grows, Action Needed

The Future of Workplace Mental Health: Trends & Challenges

What is an Employee Assistance Program (EAP)?

How to Avoid Employer Burnout During the Holidays

Who’s Caring for the Carers? Healthcare’s Frontline Mental Health Problem

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