Construction workers face higher risks of mental health challenges than other industries. According to the Centers for Disease Control and Prevention (CDC), suicide rates among males in construction are among the highest of any industry, second only to mining, quarrying and oil and gas extraction.
Multiple factors contribute to mental health decline in construction, including extreme working conditions, extended hours and physically demanding tasks. What’s more, workers who are experiencing mental health issues can significantly compromise jobsite safety for themselves and others.
How Poor Mental Health Affects the Workplace
Workers without support or tools to address their mental health challenges can pose serious risks while on the job. The first step employers can take is to watch for warning signs of potential mental health concerns, like:
- Significant changes in sleep patterns and appetite
- Mood swings, increased irritability or emotional volatility
- Decreased job performance or difficulty with routine tasks
- Concentration problems or illogical thinking
- Feelings of disconnection from oneself or surroundings
- Unrealistic beliefs about personal abilities or powers
- Increased absences and strained relationships with team members
Construction workers who exhibit any of these warning signs could create dangerous situations for themselves and others. For example, concentration problems might lead to accidents with heavy machinery. Someone feeling disconnected from their surroundings could fall. And the entire team may suffer when a member is consistently absent or uncommunicative.
Beyond safety concerns, mental health issues impact performance quality. According to Industrial Safety & Hygiene News, employees struggling daily with conditions like severe anxiety eventually disengage from their work, reducing both productivity and quality.
Fortunately, employers can take proactive steps to recognize mental health issues and support treatment efforts.
How Employers Can Support Mental Health
Team leaders and coworkers are ideally positioned to notice declining mental health and do something about it.
Train employees to recognize mental health risk factors
The first step in supporting workers’ mental health is identifying when it begins to decline.
Teams spend substantial time together on jobsites, creating opportunities to observe behavioral changes. Train everyone to recognize warning signs listed above as well as:
- Excessive worry or fear
- Persistent sadness or low mood
- Extreme mood fluctuations, including uncontrollable “highs”
- Social withdrawal or isolation
- Difficulty understanding or relating to others
- Lack of self-awareness regarding behavioral changes
- Substance misuse (alcohol, drugs, etc.)
- Unexplained physical complaints (headaches, stomachaches, vague pains)
- Suicidal thoughts or comments
- Obsessive concerns about weight or appearance
When all employees know how to recognize these signs and communicate concerns to management, you can initiate conversations that connect struggling workers with appropriate resources.
Provide mental health treatment options in your benefits package
Take steps to ensure your benefits include accessible mental health care options:
- Incorporate an employee assistance program (EAP) with your health insurance. These programs typically cost around $20 annually per employee while providing free, confidential counseling for work-related or personal issues. EAPs eliminate barriers by allowing employees to simply make a phone call rather than researching therapists, scheduling appointments or worrying about costs. Though EAPs offer limited sessions, counselors can facilitate referrals for continued therapy when needed.
- Make benefits easy to access and understand. Workers struggling with anxiety or depression may avoid using benefits that require navigating complex paperwork or frequent interaction with HR representatives. Benefits management software creates user-friendly employee portals where team members can compare healthcare options, verify coverage details and manage their benefits independently.
Encourage positive mental health practices
Taking proactive approaches to mental health can create lasting positive effects across your organization:
- Support paid time off and sick days. According to Mental Health America, supports mental health by reducing burnout while increasing creativity and productivity. Ensure your team members take necessary time to rest and recover.
- Open conversations about mental health. The Mental Health Network notes that when employees feel comfortable discussing mental health, they are more likely to seek help when needed, ultimately leading to a more supportive work culture.
When company leaders normalize mental health discussions, it reduces stigma and encourages workers to discuss challenges and seek assistance without shame.
A mentally healthy workforce demonstrates greater happiness, productivity and safety awareness. This Mental Health Awareness Month, commit to making mental health a priority in your workplace culture.
