Older Employees and Mental Health: A Growing Concern in Germany
The world of employment in Germany is witnessing a significant increase in serious mental health conditions among its older workforce, according to German Pension Insurance. In the over-60 age group, the number of rehabilitation measures due to mental illness has skyrocketed by nearly 160%, jumping from 270 in 2014 to roughly 700 in 2022. This age group also saw an uptick in pensions for reduced earning capacity, as the figures went from 112 in 2014 to 340 in the same timeframe.
The alarming trend continues at medical insurer Barmer, where the percentage of employees on sick leave due to mental illness has grown substantially since 2014. While 7.6% of employees were still on mental health leave in 2014, the figure escalated to 9.1% in 2021. It's worth noting that depressive illnesses often lead to lengthy absences from work, with the average 92-day stint reported by Barmer in 2021. In the German state of Brandenburg, depressive illnesses now account for 17% of Barmer's insured individuals.
Gabriela Leyh, regional managing director of Barmer, weighed in on the matter, commenting that the high number of sick notes due to mental health problems is a decreasing and burdensome signal for businesses. Companies can help prevent mental stress by regularly conducting mandatory workplace risk assessments, she advises.
Why are Older Employees Struggling with Serious Mental Health Issues?
Multiple factors contribute to the surge in serious mental health issues among older employees in Germany:
- Comorbidities: Mental disorders frequently coexist with other health conditions. These comorbidities can include poor health, low social status, and substance abuse.
- Age of Onset: Mental health disorders often manifest at a young age, typically around the median ages of 31 for depression and 37 for psychosis.
- Work-Related Stress: High-stress professions, such as healthcare, can significantly impact mental health. Factors contributing to work-related stress include heavy workloads, long shifts, inadequate physical and psychological safety, and other challenges.
Preventing Mental Stress in the Workplace
Employers can take proactive measures to reduce mental stress in the workplace, using a combination of strategies:
- Establish a Caring Company Culture: Encourage transparency and an open-door policy, permitting employees to share their struggles. Provide mental health support services, such as counseling and Employee Assistance Programs (EAPs).
- Promote Work-Life Balance: Introduce flexible working arrangements, including telecommuting and flexible scheduling, as well as encouraging time off to recharge.
- Educate Managers: Equip managers with the skills to recognize signs of stress and burnout, enabling them to provide appropriate support and feedback.
- Implement Wellness Programs: Offer initiatives like fitness challenges, mindfulness workshops, or stress management seminars, along with resources like gym memberships or meditation apps.
- Consider Workload Management Procedures: Ensure proper staffing levels to avoid overwhelming workforces, and permit employees to discuss and manage tasks that impact their mental health.
- Regularly Assess Stressors: Regularly gauge employees' mental health and stress levels through questionnaires, enabling managers to address problems and offer desired support.
Adopting these measures can empower employers to create a supportive environment that addresses mental health concerns, ultimately protecting the well-being of their employees and driving a more productive workplace.
