How HR supports your most vulnerable employees

It’s estimated that almost a billion people around the world have either a mental health issue or a substance abuse disorder. These are some of the most vulnerable people in our society, making up over 10% of the population, yet we still know very little about how we can help them. In workplaces, this has to change.

Fortunately, a good HR team can readily be there for those in need. With the right strategy and a focus on mental health, your HR representatives can make your workspace the supportive, healthy space that it should be. Let’s take a closer look at just how they can help.

What is the HR team’s role in supporting vulnerable staff?

Your company’s HR team should act as a bridge between staff and managers. When staff are facing an issue in the workplace, it’s HR’s responsibility to let the managers know and push for change. The aim of HR is to improve the management of staff, which includes protecting their wellbeing and ensuring those higher up are looking after their employees. 

When it comes to physical and mental health, addiction, and other reasons that staff can be vulnerable, HR can take plenty of action to generate more support. Here are just some examples of how the team can improve the workspace to help rather than hinder vulnerable members of the team.

Ensure the workplace prioritizes wellbeing

A company should never have systems in place that don’t prioritize wellbeing. This includes forcing employees to work beyond their normal hours and not allowing time off for stress, neither of which create a healthy work environment! Removing any parts of your organization that could put vulnerable people at risk is the first step to a healthy work environment. But, the HR team should also go beyond this and actively promote wellbeing, too.

The HR team should push for proactive steps towards an environment that encourages good mental health. By creating meaningful work, creating and advertising learning opportunities, and even simply improving natural light in the building, a company can positively affect its most vulnerable staff.

Provide staff with mental health information

HR should ensure that all members of staff have the information they need to seek help when feeling vulnerable. For example, if someone is struggling with burnout and stress, you could have an easily accessible list of the best rehabs that they can access discreetly. This could be available through an online portal or through physical documents you hand out to all employees.

Alongside providing information, the HR team should make it clear what the in-house process is for anyone struggling. Staff should know who to talk to, what support they can expect to receive, and that they won’t be penalized for seeking help.

Encourage open communication

There have been leaps forward in the way our world deals with and communicates about mental health. A lot of the stigma that used to keep people quiet has been lifted in western countries, and help is more readily available. But, some people can still struggle to speak out about their personal experiences.

Your HR team can aid open communication by starting the conversation. They can encourage managers to check in with staff, invite guest speakers to talk more about mental health and addiction, and create handouts that give people tips on how to speak out about difficult topics.

Encouraging open communication can drastically reduce stigma in the workplace. Get the conversation started and watch your staff thrive.

Push for training across the board

It’s vital that the HR team uses its influence over managers to make positive changes across the board. One way they can do this is by pushing for mental health training among the seniors in the company. 

The way that managers deal with mental health has a trickle-down effect, showing the rest of the staff how they should act. If managers are open, supportive, and understanding of mental health and addiction, it’s more likely that other staff will be too. 

They also need to be fully equipped to provide support when staff reach out. If a manager is confronted by an employee who reveals they are dealing with alcoholism and depression, they need to know what to do.

Training for dealing with situations like this is essential. Hire professionals who can teach managers how to:

• Spot vulnerable staff
• Open lines of communication with vulnerable staff
• Talk about mental health and addiction
• React when an employee comes to them for help
• Direct employees to the right support for their needs

HR can arrange training for the rest of the staff, too. Sessions on how to help other vulnerable employees and how to look after their own wellbeing are essential to creating a happy, healthy, and productive workforce.

Ensure vulnerable staff aren’t discriminated against

Vulnerable staff members need to feel supported and respected in their place of work. Avoid discrimination and encourage positivity around being vulnerable by putting in place helpful systems. This applies to physical illnesses, too.

An easy way HR can push for this is by encouraging managers to allow remote work. By letting staff work from home when they’re not feeling well enough to come in, you enable them to continue being a part of the workforce without jeopardizing their wellbeing.

Flexible hours are another smart change. Allowing employees to dictate when they work as long as they get their tasks down empowers vulnerable individuals. It can reduce stress and let your staff work when it’s right for them, putting their mental health first.

Final words

Having an HR team in a work environment has a wide range of benefits, but supporting vulnerable staff is one of the most important. By pushing for better training, open communication, and wellbeing-focused processes, you can create real change in the workplace. The end result? A team of staff who are happier, more resilient, and ready to work. 

Gemma Hart is an independent HR professional working remotely from as many coffee shops as she can find. Gemma has gained experience in a number of HR roles but now looks to grow her personal brand and connect with leading professionals in the field.