MHFA in the Workplace

Mental Health First Aid in the Workplace

Information about this survey

Purpose of this research
The aim of this current research project is to develop guidelines for how to provide mental health first aid to a coworker. Once developed, these guidelines will provide guidance for employees on giving appropriate support to a coworker who is developing a mental health problem or experiencing a mental health crisis.

Why have I been selected?
You have been selected as a panel member for this study because you have expertise with the workplace and mental health (either as a manager, professional or consumer).

What do I need to do?
Your task is to rate the statements presented in this questionnaire according to how important you believe they are to providing mental health first aid to someone in the workplace. When rating the statements, please keep in mind that the guidelines will be used by any employee in a workplace and as such, the statements need to be rated according to how important each one is for someone, who does not necessarily have a counselling or clinical background, to provide mental health first aid to another employee. Note: In each section, there are some items that are actions for managers only.

For example you may be asked to rate the following statement:

1. The helper should not hurry the person because this can cause them anxiety.

You will need to decide how important, from ‘essential’ to ‘should not be included’, you think it is that this statement be included in the guidelines.

For an example of previously developed guidelines go to: First aid guidelines for assisting the person who is suicidal here.

What if something important is missing or if I have something to add?
There is a place for you to add comments at the end of each page. This is so that you can add any missing items or topics you think should be included in the guidelines. These items will then go into a second round of this survey to be rated by all of the expert panel members.

Where do the statements in the questionnaire come from?
The statements in the following questionnaire were derived from information found online, in books and in academic journal articles. Some of the statements may seem contradictory or controversial; however, we have included them because they reflect the wide range of people’s beliefs about policy, services and care. It is important to note that we do not necessarily agree with these statements; we have included them because we do not believe that we should decide what the best practice is in this area. Rather, we want an expert panel to decide this.

What is the focus of the questionnaire?
The questionnaire will focus on how an employee can provide mental health first aid to a fellow employee who may be developing a mental health problem or experiencing a mental health crisis.

How long will it take to complete the questionnaire?
This questionnaire should take approximately 60 minutes to complete. However, some people may finish it more quickly, while others may take longer, especially if they wish to lodge comments at the end of each section.

Can I save my answers and come back to the questionnaire?
If necessary, you can complete the survey in two or more sittings. You can save your answers at any time by completing a page and clicking ‘Save’ at the bottom. You will then be required to provide your email address. You will be sent a link to the survey that will begin where you left off.

* Consent to participate
It is important for you to know that participation in this study is completely voluntary. You are not under any obligation to participate and you can withdraw at any time.

We would like to thank you for your time and effort and encourage you to provide us with feedback on this process.

To participate in this research you must:
• Have a lived experience of mental health problems whilst working, your mental health symptoms are well managed at the moment, and you have experience in an advocacy role.
OR
• Have a minimum of 5 years experience managing other employees, with either training in mental health or practical experience supervising an employee with a mental health problem.
OR
• Have a minimum 5 years experience specialising in workplace mental health or workplace health in a clinical, policy or program role.

1. Please tick the appropriate answer.

Yes, I meet this criteria.

No, I do not meet this criteria.

2. I understand that by submitting this survey I am giving my consent to participate in this study.

Yes, I understand.

Information about you

* 3. Which best describes your area of expertise:

I have lived experience of mental health problems whilst working, with my symptoms currently being well managed and experience in an advocacy role

I am a manager with experience in the supervision of an employee with a mental health problem and/or have completed training in mental health

I am a workplace mental health and/or workplace health professional

* 4. Do you live and, if applicable, work in one of the following countries:

* 5. What city or town do you live in?

* What state or provence so you live in?

How old are you?

* 8. What is your gender?

Female

Male

Gender queer

Other

9. If applicable, what is your occupation and title?

* 10. Please name all the relevant organisations you are affiliated with and your role within these organisations, e.g. professional organisations, peer support programs, advocacy groups.

Overview of survey content

This survey is divided into the following sections:

1. General Awareness

2. Approach

3. Communication

4. Performance

5. Followup

6. Distress

7. Support

8. Reasonable adjustments

9. Disclosure

10. Substance use problems and intoxication

Definitions of terms used in this survey

These terms may have different meanings for participants.

The definitions below are how these terms are used in this survey. When completing the survey, please ensure you use these definitions only.

Common mental health problems in this survey refers to signs and symptoms of problematic anxiety, depression or substance use.

Person refers to an employee with signs and symptoms of a common mental health problem.

Mental health first aid means the help provided by any employee to another employee who is developing a mental health problem or experiencing a mental health crisis. The help is provided until professional help is received or until the crisis resolves. This help may be provided by one person or by a range of different people.

Helper refers to any employee who provides mental health first aid as defined above. This helper does not necessarily have a designated role, such as a physical first aid officer has. The helper may be a coworker of the person, be the person’s manager, or in a role less senior to the person.

Workplace refers to a place of employment. Employee refers to a person working for another person, business or organisation (who could also be working as a contractor or volunteer).

Employee refers to a person working for another person, business or organisation (who could also be working as a contractor or volunteer).

Manager refers to a person responsible for the supervision of one or more employees.

Workplace stressors refer to working conditions that can contribute to mental health problems, e.g., long working hours, excessive workload, poor supervisory support.

Reasonable adjustments refers to changes to the work environment that allow a person with a mental illness to work safely and productively.

Disclosure refers to the degree of information being shared with others at work about a person's mental health problem, e.g. functional limitations through to diagnosis.

Employee Assistance Programs refer to a free and confidential counselling service offered by employers to their employees to support their wellbeing in the workplace and in their personal lives.

Section 1: General Awareness

This section contains statements about general awareness of mental health problems in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

11. If the helper is aware that the person has a history of mental health problems, they should not assume that any poor performance is necessarily due to these problems.

12. The helper should remember that not all workplace stressors affect everyone in the same way.

13. The helper should be aware:

14. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Approach

This section contains statements about approaching the person to talk about their concerns.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

15. The helper should look for the signs and symptoms at work that may indicate that the person is experiencing mental health problems.

16. The helper should not normalise problem behaviours as part of the person's personality, as this may make it difficult to recognise mental health problems.

17. If the person behaves inappropriately in the workplace, the helper should consider that the behaviour may be due to a mental health problem.

18. The helper should consider the following in deciding whether to approach the person:

19. If after considering the above, the helper thinks that it is not appropriate for them to approach the person, they should consider talking about the situation with someone who may be in a better position to help and asking them to approach the person.

20. If there is no one else available or appropriate to help, the helper should:

21. Even if the person is in a role that is senior to the helper, the helper should approach them or speak to another employee who can make the approach.

22. If the person is in a role that is senior to the helper and they do not feel they can make the approach, they should consider:

23. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Approach (cont.)

24. The helper should approach the person at the first signs of distress or difficulty at work, because early intervention can make mental health problems easier to resolve.

25. If the helper notices worrying changes in the person's work or interactions with others, they should discuss this with them.

26. It is important for the helper to approach the person showing signs of a mental health problem, whether or not work is a contributor.

27. If the person is showing signs or symptoms of mental health problems, the helper should offer assistance, even if the person is still working productively.

28. The helper should approach the person even if they are fearful of the outcome, e.g. that the person will respond negatively, that it will create trouble for the person, or that it will affect their working relationship.

29. If the person's mental health problems are posing a risk to the health and safety of themselves or others in the workplace, the helper should:

30. The helper should discuss their concerns with other employees who may be affected by the person's behaviour, such as other team members or managers.

31. If the helper is uncertain whether the person has mental health problems, the helper should ask other coworkers if they have observed any concerning behaviours.

32. The helper should approach a supervisor if the person's behaviour is affecting others in the workplace, focusing on the behaviour rather than the causes.

33. The helper should approach the person if their behaviour is affecting others in the workplace, focusing on the behaviour rather than the causes.

34. If the helper has discussed their concerns with the manager, the helper should follow up with the manager to be sure the concerns were addressed.

35. If after following up with the manager, the concerns are still not addressed satisfactorily, the helper should raise their concerns with the manager's superior or the appropriate professional body or union.

36. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Approach (cont.)

Before approaching the person

37. Before the helper approaches the person, they should consider, what is the problem exactly and who is being directly affected.

38. Before approaching the person, the helper should:

39. The helper should use regular work activities as opportunities to talk with the person about their concerns, rather than holding a specific meeting focused on the person's mental health.

40. The helper should have the conversation with the person in a neutral private space, such as outside the office in a cafe, or somewhere where the person feels comfortable and conversations can't be overhead.

41. The helper should ensure the meeting place is free of distractions and interruptions, e.g. switch off mobile phones.

42. The helper should be prepared for the possibility that the person may not accept the support being offered.

43. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 2: Approach (cont.)

Note: The following items relate to how the person's MANAGER would approach the person.

44. Before approaching the person, the MANAGER should check any relevant organisational policies and procedures regarding performance problems if the person does not disclose a mental health problem.

45. If the organisation has no policies for accommodating employees with mental health problems, the MANAGER should consider the best way to accommodate the person in their role.

46. The MANAGER should approach the person directly and privately about their concerns, rather than indirectly with a group of employees, e.g. holding a meeting to talk about general concerns about 'some employees' or running training.

47. When approaching the person, the MANAGER should consider going to the person's worksite if they are a remote worker.

48. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 3: Communication

This section contains statements about communicating with the person in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

49. When talking with the person, the helper should:

50. The helper should create a supportive and trusting environment when discussing mental health problems with the person by:

51. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Communication (cont.)

What to discuss

52. The helper should consider starting the conversation with the person by talking about how their own personal struggles have affected their work behaviour.

53. When talking with the person about their concerns, the helper should:

54. After raising their concerns with the person, the helper should ask:

55. The helper should ask the person:

56. If the person says that workplace stressors are contributing to their mental health problem, the helper should take the person's concern seriously.

57. The helper should respect the person's wishes if they do not wish to discuss non-work related issues.

58. If the person has opened up and shared their story, the helper should express their appreciation.

59. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Communication (cont.)

Things to avoid

60. The helper should not:

61. The helper should avoid:

62. The helper should use non-stigmatising language when talking about the person, e.g. 'people with schizophrenia' rather than 'schizophrenics', 'people with substance use problems' rather than 'addicts.'

63. If the helper is unsure about what terminology to use when talking with the person about their mental health problem, they should ask the person what terms they use themselves.

64. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Communication (cont.)

Confidentiality

65. The helper should be clear with the person about the limits of confidentiality.

66. The helper should discuss and agree with the person about any limits on confidentiality and who will be told what, such as the helper needing to seek advice from OH&S, HR or others.

67. The helper should maintain the person's confidentiality and privacy except where there is a concern:

68. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Communication (cont.)

If they don't want to talk

69. The helper should be aware that the person may be reluctant to talk about any mental health problems for various reasons, e.g. fears about losing their job or other coworkers finding out, it doesn't significantly affect their work or because they have found ways to manage things on their own.

70. If the person is reluctant to talk, the helper should discuss the reasons for this reluctance and ways to deal with them, if appropriate.

71. If the person chooses not to talk, the helper should:

72. The helper should remain calm if the person reacts in a negative way, e.g. denial, anger.

73. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Communication (cont.)

Communicating with other workers

74. The helper should not complain to other employees or spread rumours about the person behind their back.

75. When the helper is talking with another employee about their concerns about the person, they should be specific about their observations and avoid critical comments, e.g. "I have seen Lin engaged in heated arguments with two coworkers and even a client in the past week" rather than "Lin has gone crazy."

76. When the helper is talking with another employee who is concerned about the person, the helper should focus on possible solutions or support rather than solely on the problem.

77. If the helper hears other employees talking about the details of the person's mental health problems in an unhelpful way, they should let them know it is inappropriate.

78. If the person takes sick days and other coworkers feel that this is unfair, the helper should ask them if they would feel differently if the person were taking sick days for a physical injury/illness.

79. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 4: Performance

This section contains statements about performance.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

Note: The following items relate tot how the person’s MANAGER would approach performance management and mental health first aid.

80. The MANAGER should be aware that behaviours that breach the workplace's rules or regulations may require both performance management and mental health first aid.

81. If there are any performance or behaviour issues, the MANAGER should explain clearly what is expected of the person in terms of work performance and behaviour.

82. If at any point it becomes apparent that the person's behaviours are breaching the workplace's rules or regulations, the MANAGER should suspend the meeting and explain that a formal interview will need to be arranged.

83. If at any point it becomes apparent that the person's behaviours are breaching the workplace's rules or regulations and loss of job is imminent, the MANAGER should be clear about this and document the meeting as a performance issue so there is no confusion.

84. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 5: Follow-up

This section contains statements about following-up the person in the workplace after making the approach.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

85. At the end of the conversation, the helper should agree with the person what will happen next and who will take action.

86. The helper should:

87. If the helper is unable to follow up with the person, they should consider asking someone else to do this on their behalf, after seeking permission from the person.

88. If after the conversation the helper feels distressed, they should find someone to talk to for support and advice, while respecting the person's privacy.

89. If the helper's expectations of the discussion are not met, they should:

90. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 6: Distress

This section contains statements about supporting the person who is distressed in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

91. If the person is distressed, the helper should not ignore the person, as doing nothing can make the situation worse.

92. If the person is distressed, the helper should do the following (where appropriate to the circumstances and the helper's work role):

93. If needed, the helper should seek assistance to more effectively support a person who is distressed, while maintaining the person's privacy.

94. If needed, the helper should seek support for themselves after assisting a person who is distressed, while maintaining the person's confidentiality.

95. If the person is too distressed to talk, the helper should reassure the person that the discussion can continue at another time and place that suits them.

96. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 7: Support

This section contains statements about providing support to the person.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

97. If the person discloses a mental illness, the helper should ask if they have an advance directive or management plan in the workplace in case of an episode.

98. If the person has an advance directive or management plan, the helper should follow the instructions.

99. The helper should encourage the person to use helpful coping strategies they have used in the past.

100. The helper should discuss how the workplace can support the person's existing coping strategies.

101. The helper should be aware that the person may not be able to think clearly about solutions.

102. If the person does not initially know what support they need, the helper should assist them in exploring the available options.

103. The helper should assist the person to identify workplace triggers that contribute to their mental health problems.

104. The helper should make contact with the person regularly in order to provide ongoing support and encouragement.

105. If the person is able to meet the majority of their job requirements, the helper should encourage them to keep coming to work.

106. The helper should assist the person to consider the pros and cons of taking time off work.

107. The helper should be aware that being at work in a supportive workplace can assist in the person's recovery.

108. The helper should not offer help to the person outside of the usual work roles, e.g. driving the person to their doctor's appointment.

109. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 7: Support (cont.)

110. The helper should encourage the person to seek professional help.

111. The helper should offer to assist the person to seek professional help.

112. If the person is reluctant to seek professional help, the helper should discuss the reasons for the person's reluctance.

113. The helper should make sure the person is aware of any relevant supports that the organisation can provide, e.g. EAP.

114. The helper should offer to assist the person to find information and support services.

115. The helper should encourage the person to consider:

116. If work-related stress continues to affect the person's mental health problems, the helper should encourage the person to consider changing jobs.

117. The helper should recommend evidence-based self-help strategies that are

effective for managing mental health problems.

Essential

Important

Don’t know/Depends

Unimportant

Should not be included

118. The helper should encourage the person who is withdrawing to interact with others at work.

119. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 7: Support (cont.)

This section contains statements about providing support to the person.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

Note: The following items relate to how the person's MANAGER would provide support to the person.

120. The MANAGER should ask the person what support they need in order to fulfill the inherent requirements of their job.

121. The MANAGER should encourage coworkers to support the person, whilst still respecting the person's privacy.

122. The MANAGER should try to adapt the way they manage the person in order to reduce any work-related stress, e.g. some people may function better with more direction from their manager.

123. The MANAGER should tell the person that they will help them get the support they need to return to their usual work performance.

124. If poor workplace relationships are contributing to the person's mental health problems, the MANAGER should consider using mediation to help resolve issues.

125. The MANAGER should be aware of the possible impact of the person's mental health problem on other employees and also offer them support.

126. The MANAGER should encourage the appropriate use of sick leave entitlements.

127. The MANAGER should with the person's permission, request medical reports or advice from their treating health professional.

128. The MANAGER should focus on encouraging help-seeking before they address any performance issues.

129. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 8: Reasonable Adjustments

This section contains statements about reasonable adjustments and the person.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

130. The helper should tell the person that they are entitled to reasonable adjustments.

131. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 8: Reasonable Adjustments (cont.)

This section contains statements about reasonable adjustments and the person.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

Note: The following items relate to how the person’s MANAGER would provide support to the person.

132. The MANAGER should be aware of relevant guidelines that are available on how to carry out reasonable adjustments for the person.

133. The MANAGER should provide an opportunity for the person to talk to someone, for when they might be feeling distressed at work, e.g. telephone helpline.

134. The MANAGER should use the following strategies (depending on the circumstances):

135. The MANAGER should focus on performance management only after an agreed period of reasonable adjustments and after encouraging the person to seek professional help.

136. The MANAGER should explain to coworkers in a positive and supportive manner why any adjustments are being made.

137. The MANAGER should tell the person that they will not tolerate any harassment of the person due to their mental health problems.

138. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 9: Disclosure

This section contains statements about the person disclosing their mental health problem in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

139. The helper should be aware of any legal obligations that the person has to disclose that they have a mental health problem at work e.g. medical practitioners may be required to report medical conditions that impair their performance.

140. The helper should be aware of any relevant discrimination legislation in relation to the disclosure of mental health problems at work.

141. The helper should be aware of the possible barriers to disclosure, e.g. fear of discrimination, or fear of how their manager or coworkers may react.

142. The helper should be aware of the possible benefits of disclosure, e.g. reasonable adjustments, education of others, openness with others.

143. The helper should help the person to consider the pros and cons of disclosing mental health problems to coworkers and to managers.

144. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 9: Disclosure (cont.)

This section contains statements about the person disclosing their mental health problem in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

Note: The following items relate to how the person’s MANAGER would approach disclosure issues.

145. The MANAGER should be aware of the legal, ethical and practical issues related to a person disclosing mental health problems.

146. The MANAGER should discuss with the person whether there is any information that coworkers need to be given about the person's mental health problems.

147. The MANAGER should discuss with the person what information they would like their coworkers to be given about the person's mental health problems.

148. Should the person not wish to disclose their mental health problems to coworkers, the MANAGER should:

149. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 10: Substance use problems and intoxication

This section is about helping the person who has a substance use problem or is intoxicated in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

150. If the person uses substances outside of work hours, the helper should only approach the person about this if it impacts on the person's work performance.

151. If the person uses substances outside of work hours and this does not affect the person's work performance, the helper should still approach the person to let them know that they are concerned about their health.

152. If the person's substance use is putting coworkers at risk of harm, the helper should report this to a manager.

153. If all other attempts to help the person who is misusing substances fail, the helper should consider organising a team meeting to confront the person.

154. If the team is considering confronting the person, the helper should consider engaging a trained specialist to assist with this process.

155. If the person appears to be affected by drugs or alcohol while at work, the helper should:

156. The helper should not:

157. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.

Section 10: Substance use problems and intoxication (cont.)

This section is about helping the person who has a substance use problem or is intoxicated in the workplace.

There are already guidelines to help people who may be experiencing a range of mental health problems (click here to access these guidelines). We do not wish to replicate existing MHFA guidelines. Rather, our aim is to develop guidelines on how to tailor mental health first aid for a person assisting a co-worker who is experiencing mental health problem in the workplace.

Please rate how important (from ‘essential’ to ‘should not be included’) you think it is that each statement be included in the guidelines.

Please keep the definitions in mind when answering the questions.

Note: The following items relate to actions the person’s MANAGER would carry out.

158. When approaching the person who has a substance use problem, the MANAGER should:

159. Do you have any additional statements that you would like to add in this section? Please write your suggestions in the box provided.