Mental health challenges, particularly securing diagnoses for conditions like ADHD, present complex obstacles for working professionals. The diagnostic journey often involves confusing processes, extensive delays, and emotional strain – especially when managing undiagnosed symptoms affects daily performance.

Uncertainty in empowerment

Diana’s experience demonstrates how targeted professional guidance can transform uncertainty into empowerment and progress.

Working within the electrical sector, Diana contacted the EIC after recognising potential ADHD symptoms that were increasingly disrupting her professional and personal functioning. She struggled with concentration, organisational skills, and emotional balance – issues that created mounting stress in both workplace and home environments.

Acknowledging these persistent challenges, she actively sought professional intervention.

Diana encountered the frustrating reality many face when pursuing ADHD assessment: overwhelming NHS backlogs, unclear referral procedures, and limited accessible information. The diagnostic pathway seemed nearly impossible to navigate independently. This prompted her decision to approach the Electrical Industries Charity for specialised guidance and advocacy.

The EIC’s response was immediate and comprehensive. Diana’s assigned caseworker provided attentive listening and practical direction for moving forward. The most transformative intervention involved educating Diana about the Right to Choose framework – an NHS provision enabling English patients to select alternative providers for specialist consultations, often significantly reducing assessment waiting periods.

Her caseworker thoroughly explained Right to Choose procedures, clarifying Diana’s entitlements, qualification requirements, and GP referral processes. Armed with this knowledge, Diana felt confident and equipped to pursue the diagnosis and treatment she required.

Understanding that assessment delays remained likely, the EIC simultaneously arranged interim mental health counselling sessions. These therapeutic interventions helped Diana manage her existing challenges while pursuing formal evaluation. Professional counselling enabled her to examine her symptoms, build effective coping mechanisms, and strengthen her emotional resilience.

Comprehensive support 

The EIC’s Employee Assistance Programme provides immediate access to qualified mental health professionals, case management services, and specialised support for neurodiversity challenges. When employees face diagnostic uncertainties, workplace difficulties, or personal crises, the EAP ensures confidential, expert intervention tailored to individual circumstances.

This professional service prevents personal struggles from escalating into workplace performance issues. Staff receive discreet support for ADHD, autism, anxiety, depression, and other conditions, with qualified practitioners who understand both clinical needs and industry-specific pressures.

The EIC’s specialised team navigates complex healthcare systems, advocates for employee rights, and provides interim therapeutic support while formal treatments are arranged. This comprehensive approach ensures no team member faces mental health challenges without professional guidance.

For further information please contact the Electrical Industries Charity directly – 020 3696 1710, fundraising@electricalcharity.org or click here

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Samantha Downie, Managing Director at Mates in Mind, highlights the importance of building positive mental health in and through work.

With World Suicide Prevention Day (10th September) and World Mental Health Day (10th October) it is great to see the heightened awareness these dates bring. However, awareness is no longer enough. What matters now, more than ever, is that all employers take action to create a psychologically safe culture, every day of every year.

That might sound like a lot of work, but trust me, having worked with hundreds of managers across higher-risk sectors, I know that once an organisation has a tailored action plan to follow, creating positive mental health in the workplace can become part of everyday operations.

Before I demonstrate how, it is important to note:

• ‘Preventing work-related stress isn’t just good for people – it’s the law’ (Health and Safety Executive (HSE)).
• The HSE has demonstrated its intention to investigate potential breaches of its legislation, which can result in serious criminal and financial consequences.
• Investing in workers’ wellbeing improves the organisation’s bottom line. This is because positive mental health in the workplace increases productivity; reduces absenteeism, presenteeism and staff turnover, and therefore recruitment and onboarding costs. It also demonstrates that you are a good, safe and supportive place to work.
• Conversely, if left unaddressed, mental ill-health (for example, stress) can have a devastating impact on the individual, and can have life-changing repercussions for them, as well as their family, friends and colleagues.

The recently published Mental Health in Construction Joint Code of Practice (JCOP) ‘identifies and addresses the primary root causes impacting the mental health of our construction workforce’. The Code, and Mates in Mind, advocate for a proactive approach to workforce mental health.

Analysis shows that employers that proactively invest in mental health support for their teams can make significant gains, with an average £5 return for every £1 spent on wellbeing support (Deloitte UK).

So, what does all this mean for you?

If you are responsible for workers, whether as a senior leader, line manager, HR professional, and/or a health and safety team member, please take a moment to ask yourself five key questions:

• Do we have a mental health policy?
• Are we conducting individual stress risk assessments?
• What action do we take as a result of those assessments?
• Do we mitigate psychosocial risks?
• Do we make reasonable work adjustments where necessary?
• Do we conduct the assessments on a regular basis?
• Where do we safely store this information/evidence?

Put simply, do you satisfy your duty of care to your employees? If you answer ‘no’ then it’s time to take action:

• Get management buy-in.
• Assess where your organisation is on its mental health journey and develop a tailored action plan to fill any gaps, for example, in terms of provision, policies and that you are regularly conducting and acting on individual stress risk assessments.
• Set targets, monitor outcomes and record evidence. Know what success looks like in terms of the mental health of your workforce; plan in what and by when you will fill the gaps identified in your assessment; and keep records of the outcomes and evidence of actions you have taken.
• Educate your whole workforce so they have the skills, clarity and confidence to spot the signs of mental ill-health, start conversations, signpost support and make reasonable work adjustments if needed.
• Provide support – be that through Mental Health First Aiders, HR Team, Occupational Health, an Employee Assistance Programme, peer mentors – and ensure the information is communicated regularly with staff.

Speak to Mates in Mind to discover how we can work in partnership to achieve the above steps.

Identifying and mitigating psychosocial risks in the workplace is a big topic and we have only just begun to scratch the surface in this Soapbox column.

Additional free resources and information can be found on our website:

Supporting your team through suicide prevention and postvention (includes free resources to download): https://bit.ly/MinMblog25-8.

Creating a positive workplace culture: https://bit.ly/MinMblog10.

Discover how we can help you address the hazards identified in the JCOP: https://bit.ly/MinM-JCOP.

If you are ready to lead the way by creating a culture of work that has a positive impact on the mental health of your team, and your customers, ask us how we can help: https://bit.ly/MinMContact.

If you would like to help fund our vital work, please consider becoming a Charity Partner: https://bit.ly/MinMCPartner.

Catch up on previous ‘Soapbox’ articles here

The post Building positive mental health in and through work | Soapbox appeared first on Professional Electricians Wholesaler.

Killian’s story is one many parents will recognise. When his teenage daughter began self-harming, his world shifted overnight. He made a heart-wrenching but vital decision to separate from her mother and relocate, taking a substantial pay cut to be closer and provide consistent care.

But emotional strength alone isn’t always enough. That’s where the Employee Assistance Programme (EAP) from the Electrical Industries Charity (EIC) came in. Recommended by his manager, Killian reached out – and was met with empathy, practical support, and a plan tailored to his family’s needs.

The EIC quickly arranged counselling sessions for Killian, giving him a confidential space to cope with the pressure and emotional toll of parenting through a mental health crisis. His daughter was already receiving professional clinical help, but the EIC rightly recognised that supporting the caregiver was just as essential. Killian needed time, space, and emotional tools to process his experience, manage stress, and remain a stable presence for his daughter – and the Charity ensured he had that support.

These sessions became a valuable outlet, helping Killian regain a sense of control and perspective during a deeply unsettling time. By looking after Killian’s wellbeing, the EIC helped protect the long-term wellbeing of the entire family.

Beyond emotional care, the EIC offered Killian financial guidance, knowing that his reduced income could present future challenges. Although he opted not to take the budgeting meeting at that time, knowing it was available gave him reassurance and a sense of stability. He understood that if his circumstances changed again or became more difficult, help was still there – compassionate, non-judgemental, and always ready. This safety net allowed Killian to focus on what mattered most: his daughter’s recovery and his family’s future.

The EAP doesn’t just respond to emergencies – it provides structured, long-term support. Killian was paired with a caseworker who maintained contact, helping him feel connected and cared for as he navigated his daughter’s recovery and his own emotional wellbeing.

By combining financial insight, emotional support, and flexible case management, the EIC’s EAP proved to be a stabilising force in Killian’s life.

If you or someone in your organisation is struggling, don’t wait. The EAP is here for all those in the electrical and energy industries, offering confidential, compassionate help.

For further information, please contact the Electrical Industries Charity directly – 020 3696 1710, fundraising@electricalcharity.org or click here

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