World Mental Health Day
In this edition of The Legal Low Down, we cover:
- Mental Health in the Workplace and World Mental Health Day 2025
- Upcoming Employment Law Webinar
- Yorkshire Legal Awards 2025!
AWARD WINNERS!
We’re thrilled to share that CMP has WON Corporate & Commercial Team of the Year 2025!
It’s a real honour to be recognised in such a competitive category, especially alongside so many outstanding firms from across the region.
We’re incredibly proud of our brilliant team for making this possible.
A big thank you to our amazing clients, colleagues, and referrers for your support, you’re a huge part of this win!
World Mental Health Day
10 October marked World Mental Health Day, a reminder that mental wellbeing is just as important as physical health, especially in the workplace.
Typically 25% of us will experience a mental health problem each year, with 15% of UK workers having an existing mental health condition.
While promoting good mental health is becoming an ethical and commercial priority for many business, it can also be a legal obligation for employers.
What can Employers do?
Research by Deloitte suggests that for every £1 spent on workplace mental health interventions, organisations can expect a return of around £5 in reduced absence, turnover and improved productivity.
Therefore, supporting mental health at work does not have to be complicated but small and practical steps can make a big difference.
Good practice might include:
- Carrying out regular stress risk assessments to spot and address issues before they escalate.
- Training managers to recognise the early signs of stress or burnout and to have confident, compassionate conversations with their team members.
- Applying policies fairly and sensitively, particularly when it comes to absence management, performance reviews, or disciplinary processes.
- Encouraging open conversations about mental health to help break down stigma and show employees that support is available.
- Having clear and practical policies in place can help employers meet their legal duties and foster a supportive culture.
The Legal Side of Wellbeing
Employers have a duty of care to protect the physical and psychological health, safety and welfare of their employees whilst at work.
Under Section 6 of the Equality Act 2010, a person is considered to have a disability if they have:
“A physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.”
Since January 2024, the definition of a disability includes references to the person’s ability to participate fully and effectively in working life on an equal basis with other workers.
Long term mental health conditions such as depression, anxiety, bipolar disorder, or post-traumatic stress disorder (PTSD) can fall under this definition.
The Equality Act 2010 protects employees from discrimination and harassment due to a disability.
Employers are also required to make reasonable adjustments to reduce or remove workplace disadvantages faced by those who have a disability. These might include adjustments to working hours, providing quiet or flexible workspaces, providing adapting performance targets.
In addition, employers must safeguard employees’ overall health, safety and welfare under the Health and Safety at Work Act 1974, which includes psychological wellbeing.
Failure to manage stress or mental health risks appropriately can lead to Employment Tribunal claims such as Constructive Dismissal or Disability Discrimination. In more serious cases, even personal injury claims arising from work-related stress.
What policies employers need?
A supportive approach can go a long way and having the right policies in place can help foster a transparent and approachable culture on dealing with mental health conditions in the workplace.
Clear policies don’t just demonstrate compliance with employment law; they also show employees that their wellbeing is taken seriously and that support is available when they need it most.
Useful policies include:
- Stress and Mental Wellbeing at Work
- Domestic Abuse
- Compassionate leave
- Pregnancy loss
- Stillbirth and neonatal loss
- Substance misuse
- Menopause
Having these policies in place not only supports individual employees but also strengthens resilience and improves retention, and reduces the risk of disputes or legal claims.
What employers should do now
Now is the time for employers to prepare to ensure compliance and support staff
- Review current practices (e.g. sickness procedures, return to work, flexible working).
- Make adjustments to your policies to ensure you’re ready.
- Train management on handling mental health issues at work.
CMP NEWS & EVENTS
We’re delighted to share that CMP Legal has once again been ranked in the Corporate and Commercial: Elsewhere in East Midlands category of The Legal 500 for 2026.
Go Pink for Ashgate
We are the proud headline sponsors for Go Pink for Ashgate Hospice this month.
We would be grateful if you could all get involved by wearing something pink or holding a pink themed event to show your support in return for a donation to the hospice.
Our office have turned up the pink dial to go pink and are fundraising in style for Ashgate including a tasty Pink Bake Off!
If you would like to donate, please follow the just giving
link below. https://www.justgiving.com/page/cmp-legalgo-pink-for-ashgate?utm_medium=FA&utm_source=CL
Free Employment Law Health Check
Why not take advantage of our free Employment Law Health Check? We’ll review your HR documentation, handbooks, contracts, policies, etc., to make sure everything’s up to date and legally sound. Let us take care of the legal details so you can focus on running your business.
Employment Law Webinar
Join us on 4 November 2025 at 12 noon for a live Zoom webinar hosted in collaboration with Sewell Wallis. We’ll be covering key Employment Law insights from navigating hybrid working, to the impact of AI in the workplace, and best practices for onboarding employees.
This event is ideal for HR Professionals, business owners, and anyone managing people.
To register, please email harriet.flowers@cmp.legal to reserve your place.
