Mental health is influenced not only by psychological and biological factors but also by the workplace environment. Does this mean that employers have a duty to protect the mental health of their employees? How can and should an employer support employees’ mental health?

Poor mental health can lead to a decrease in work quality and productivity. The workplace contains many psychosocial health hazards, such as shift work, night shifts, long or irregular working hours, and poor relationships with supervisors, as well as bullying and discrimination.

In Poland, there are no regulations directly related to the protection of mental health in the workplace, though this does not mean that Polish employers are free of any obligations.

Key among the most important obligations are the following:

• preventing work-related discomfort,
• preventing discrimination and bullying,
• maintaining a good work atmosphere,
• ensuring safe and hygienic working conditions.

These duties are indirectly aimed at protecting the employees’ mental health as well.

Depression and burnout can lead to an incapacity for work. Although they are not yet classified as occupational diseases, they can, in certain cases, result in a work-related accident.

A wide range of non-financial benefits or the ability to work remotely may also contribute to improving employees’ well-being. Employee Assistance Programmes (EAP) are becoming increasingly popular on the market.

Ironically, it may turn out that in some organisations where, due to COVID-19, employees work remotely from home, job satisfaction increases and employees’ mental health improves. They can spend more time with their family that was previously spent commuting to the office or use that time to read books or watch movies instead of being stuck in traffic. Research has shown that the option to work remotely significantly contributes to job satisfaction.