Professional Documents
Culture Documents
1
(n.d.).
The Evolution of Psychiatry and Mental Health in the Philippines. Retrieved April 24, 2020,
from http://www.sop.org.tw/sop_journal/Upload_files/31_2/001.pdf
2
(n.d.). Mental health legislation in the Philippines: Philippine Mental .... Retrieved April 24, 2020, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6646847/
3
(n.d.). Mental health in the workplace | Mental Health Foundation. Retrieved April 27, 2020, from
https://www.mentalhealth.org.uk/our-work/mental-health-workplace
4
(2020, February 19). DOLE Issues Guidelines for the Implementation of Mental .... Retrieved April 27,
2020, from
https://www.bakermckenzie.com/en/insight/publications/2020/02/dole-issues-guidelines-mental-health
5
(2016, May 1). Mental health law in New Zealand - NCBI. Retrieved April 27, 2020, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5619622/
6
(n.d.). Employers' legal responsibilities » Wellplace.nz. Retrieved April 27, 2020, from
https://wellplace.nz/facts-and-information/mental-wellbeing/legal-responsibilities/
Statement of the Problem
This study is an attempt to examine whether New Zealand has existing policies regarding the
mental health of their employees that can be applied in the Philippines. The mental health act in the
Philippines is relatively new compared to that of New Zealand’s. One of New Zealand’s policies is for
the employer to have the legal responsibility to adjust with people who experience mental health
problems. Employers in New Zealand offer stress leave for employees experiencing work-related stress.
A version of this is offered in the Philippines in the form of a sick leave.
In New Zealand, their stress leave is an addition to the existing days made available for sick
leave. In the Philippines, there is no such thing as an additional stress leave for that of existing sick leave
days. Mental health has been relatively taboo in the Philippines. There are rampant cases of
discrimination against those people who have been known to suffer any form of mental health disorder.
Due to this discrimination issues regarding mental health became difficult to address.
This discrimination against mental heath can be seen as one of the reasons why the Philippines is
one of the countries who can be considered as late in passing a law that helps protect its people’s mental
health. In the Philippines, out of five people one suffer from mental health problems. There are only 700
psychiatrists and around a thousand nursed in a country with a population of around 100 million. 7
Whereas in New Zealand, in every six adults, one of them has been diagnosed with a form of mental
health disorder, these disorders take the form of depression, bipolar disorders and anxiety disorders. 8
There is already a significant amount of difference between the statistics of people with mental health
disorders in the two countries.
The difference in the response of the community to mental health is also an important factor to
consider in determining if policies in New Zealand regarding the mental health of their employees can
be applied in the Philippines. This study also aims to answer how the policies from New Zealand will
affect the demographic in the Philippines. It also aims to examine how these policies might affect both
employers and employees when applied to the demographics of the Philippines. If there will be policies
that can be applied in the Philippines how will employers be able to sustain these policies and make sure
that they are applied well to employees to see the outcomes.
Significance of the Study
The results of the study will be of great benefit to the following:
● Employees- Studies have shown that poor mental health can affect one’s work negatively
through in how they perform in their jobs and how productive they can be, in how they engage
with their work, how they communicate with their co-workers, and also how they function daily.
Depression reduces a person’s cognitive performance about 35% of the time, it also prevents a
person’s capacity to do tasks physically by about 20%. 9Hence, this study will be of great help to
the employees since it seeks to find policies available in New Zealand which can be applied in
the Philippines which seeks to yield positive results. It would also put them in an environment
that does not invalidate the form of sickness they have but instead has positive ways to
acknowledge them and deal with them.
● Employers- Mental health problems also affect employers and their businesses by a growing
number of absenteeism, it also has a negative impact on the business’ productivity and profits, it
will also cost a lot more to handle the mental health issues. 10Better mental health policies in the
workplace also help the employers in avoiding problems which would involve their employees.
● The Filipino people- Seeing the relatively new mental health policies of the Philippines
compared to that of New Zealand’s, knowing which policies work for them and which don’t.
Figuring out which policies fit the Filipino demographic, applying them here; would yield
positive outcomes for the Filipino people. It would put those who have not been employed yet in
an environment that would care for their mental health. The people would know that they will get
7
(2016, September 2). Mental Health in the Philippines: By the numbers - MIMS .... Retrieved May 25,
2020, from https://today.mims.com/mental-health-in-the-philippines--by-the-numbers
8
(n.d.). Mental Health and Illness | Community & Public Health. Retrieved May 25, 2020, from
https://www.cph.co.nz/your-health/mental-illness/
9
(2019, April 10). Mental Health in the Workplace - CDC. Retrieved May 25, 2020, from
https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.h
tml
10
(n.d.). Mental well-being at the workplace - NCBI. Retrieved May 25, 2020, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3062016/
to function in an environment that truly cares for their mental wellbeing and be assured that they
will not be exploited or taken advantage of.
Mental Health Act in the Philippines
There is a rise in the number of suicide cases amongst the youth in the Philippines, with the root
of mental illnesses coming from a mix of factors such as biological and social. Amongst these said
factors a common theme stands out being disconnected and relationships deteriorating due to the rise of
social media and technology. This lack of connectedness leads to breakdown of relationships which are
necessary in nurturing healthy relationships. The breakdown in relationships is often seen in high school
and college students, but they have also been seen in children as young as grade schoolers.11Mental
health problems can be seen in people even at a young age, since the Philippines lacks avenues to
address them, they have been carried to adulthood thus people in the workforce may also suffer such
problems.
It is predicted by the World Health Organization that mental health problems will comprise 13%
of the global burden of diseases. The Mental Health Act plays a crucial role in handling the rise in the
number of people with mental health issues, however, everyone plays a part in ensuring the wellness of
each and everyone’s mental health. Everyone is vulnerable to the possibility of suffering from mental
illness. Over 4.5 million cases of depression were reported in the Philippines in a study done by the
Department of Health in 2004. Over 2,000 cases of suicide from 2000-2012 were recorded in the
Philippines by the World Health Organization. A huge case of those who died due to suicide were those
in the age of 15 years old to 29 years old. 12
The studies cited were not done on fairly recent years, but it is safe to say that there have been an
increase in the number of both suicide and depression cases. The Philippines has recently passed the
Mental Health Act. The passing of the Mental Health Act, is a huge milestone for a country like the
Philippines where mental health issues are considered as a taboo. The passing of the Mental Health Act
can only go so far as long as society does not change how mental health is viewed. If the dialog is
contained in formal institutions, the victory of having a Mental Health Act would be pointless. Families
and other social circles should also have dialogues since it is where help is of easy reach. The
Philippines still needs to breakaway from the stigma and discrimination especially in small units of
society, because the law and medical sector cannot stand alone as they serve as allies in treatment and
rehabilitation. 13
For almost twenty years the bill was pending in Congress, which serves as a painful reminder of
the stigma which looms with the discussion of mental health in the Philippines. The law enshrines the
Filipinos’ access to mental health service as a fundamental human right and it also affirms mental health
as a basic human right. Amongst those of the most important aspects of the said law is that it recognizes
the workplace as a factor that contributes in raising the Filipinos’ awareness towards mental health. The
work sector in the Philippines is capitalist-economic in nature. Meaning, in any given time a part of the
4.5 million Filipinos estimated by the World Health Organization, who suffers from depression, or any
form of mental illness, are found to be working in an office between 6 to 12 hours each day. The mental
health of the average Filipino is influenced by their environment including the workplace, as highlighted
by this statistic. To facilitate affordable and timely access to professional help when needed, the
employers as recognized by RA 11306 should partner with the State. 14
Through the Mental Health Act, the employer is seen as the ally of the State as protectors of the
Filipinos’ mental health hence, employers are tasked to provide fair policies when it comes to their
employees’s mental health. The Department Of Labor and Employment released Department Order no.
208 because of this in order to further solidify the role of the employer as an ally.
11
(2018, September 11). A cry for help: Mental illness, suicide cases rising among youth. Retrieved May
27, 2020, from
https://www.rappler.com/newsbreak/in-depth/211671-suicide-cases-mental-health-illness-youth-rising-p
hilippines
12
(2018, September 12). Is the Philippines ready to address mental health? - Rappler. Retrieved May 27,
2020, from
https://www.rappler.com/newsbreak/in-depth/211679-philippines-readiness-address-mental-health
13
(2017, April 25). We need to talk about mental illness in the Philippines. Retrieved May 27, 2020,
from http://cnnphilippines.com/life/culture/2017/04/25/mental-illness-stigma.html
14
(2018, July 12). Mental health in the Philippines – The Manila Times. Retrieved May 27, 2020, from
https://www.manilatimes.net/2018/07/12/business/columnists-business/mental-health-in-the-philippines/
418522/
Mental Health Workplace Policies and Programs in the Philippines
In order to further eliminate the stigma and raise further awareness regarding mental health in the
workplace, in compliance with the Mental Health Act or RA 11306, the Department of Labor and
Employment signed Department Order No. 208. In order to highlight the importance of mental health in
the workplace the Department of Labor and Employment put into order Department Order No. 208.
These policies are relatively new to the Philippines, considering that the Mental Health Act is a fairly
new law. This directive not only covers those in the local sectors, but it also covers those that deploy
Filipinos abroad such as Overseas Filipino Workers or OFWs.15
Department Order No. 208 requires all workplaces and establishments in the private sector to
craft a mental health policy program. Through this Department Order, these policies must be created by
both the management and the representative of the workers. According to the Department of Labor and
Employment (DOLE), the policy shall be ingrained in the essential part of the company’s occupational
safety and health (OSH) policies and programs. Workplace institutions are now required to shed light
and put an end to the stigma about conditions relating to mental health, through giving their workers
important information as well as educating them on the matter. Employers will also provide support and
easy access to medical health services which shall be provided to those workers who can be considered
as “at risk” or who have existing mental health conditions.16
Through the company’s Occupational Safety and Health Committee (OSHC) which is mandatory
in companies with 10 or more workers, or just a designated employee in case no OSHC exists, the
employers will be responsible for implementing and monitoring policies. These policies must cover a
wide array of problems, and these must include training the employees for mental health risks and
issues, balance between work and life, counselling, measures which do not discriminate relating to a
broad spectrum of bullying, violence in the workplace and other forms of discrimination that have the
potential to lead to mental health issues. Discrimination regarding employment is not allowed with
employees who have been found to have risk of developing or known to have developed mental health
problems, it includes protection from being fired based on mental health issues, and from stopping
employees who went through successful treatment for their mental health condition from going back to
work; except, if a competent medical authority in mental health says that the condition endangers the
person or those around him.17
It is included in the measures provided by the Department of Labor and Employment that are
work accommodations, which are to be discussed between employers and employees such as “flexible
work arrangement” or “rescheduling of work hours”. According to Department Order no. 208, when an
employee is absent while undergoing treatment he/she can utilize his/her leave credits. The employee
can also avail of the Victims of Violence Against Women of their Children leave which is a 10-day
authorized absence for women and the children who were victims, if the situation allows it. If not, the
medical leave shall be experienced without pay. The aim of the guidelines is to help employers promote
the well-being of workers, these employees should also be able to get counselling services for mental
health issues, and this may also be extended to their families. 18
Jurisprudence in the Philippines
In the case of Career Philippines Shipmanagement v Godinez, the Supreme Court said that
“Workers are not robots built simply for labor; nor are they machines that may be turned on or off at
will; not objects that are conveniently discarded when every ounce of efficiency and utility has been
squeezed out of them; not appliances that may be thrown away when they conk out. They are thinking
and feeling beings possessed of humanity and dignity, worthy of compassion, understanding, and
respect.” This is a case where a seaman who was found to have a pre-existing condition of insomnia and
paranoia was unjustifiably mistreated by his superior. As said seaman exhibited symptoms of mental
15
(2020,February 19). DOLE mandates mental health program in workplaces .... Retrieved May 26,
2020, from https://www.dole.gov.ph/news/dole-mandates-mental-health-program-in-workplaces/
16
(2020, February 17). DOLE issues policy on mental health in work places » Manila .... Retrieved May
26, 2020, from https://news.mb.com.ph/2020/02/17/dole-issues-policy-on-mental-health-in-work-places/
17
(2020, March 17). Philippines: Mandate on workplace mental health policies .... Retrieved May 26,
2020, from
https://www.willistowerswatson.com/en-PH/Insights/2020/03/philippines-mandate-on-workplace-mental
-health-policies-programs
18
(2020, February 13). Labor Department gives guidelines to promote workers .... Retrieved May 26,
2020, from http://cnnphilippines.com/news/2020/2/13/guidelines-on-workers-mental-health.html
instability he was left alone by his colleagues, and his superiors could not wait to discard him once they
landed on deck. The Court ruled that the seaman’s grave illness was directly caused by the
unprofessional and inhumane treatment, as well as the physical, psychological, and mental abuse
inflicted upon him by his superiors, aggravated by the latter's failure and refusal to provide timely
medical and/or professional intervention, and their neglect and indifference to his condition even as it
was deteriorating before their very eyes. 19
In Deoforio v Intel Technology Philippines, the employee was dismissed because he was
diagnosed with schizophrenia and posed as a threat to his co-workers. His disease was deemed an
authorized cause for termination under Article 284 of the Labor Code. 20
These cases show that mental health conditions do not only affect the employees themselves but
also the people around them. Mental illnesses can go as worse as posing as a threat to the people around
those who are infected. These cases were decided upon before the Mental Health Act was passed in the
Philippines and before the Department of Labor and Employment passed guidelines. In the case of
Godinez, his co-workers did not respond well to his mental illness and went as far as making his
condition worse, even his superiors contributed to this torment. While in the case of Deoforio, his
dismissal was deemed to have stemmed from an authorized cause, due to the fact that his condition
posed a threat to his co-workers. This just shows that the Philippines has a long way to go in finding
more concrete ways to handle issues that deal with mental health.
Mental Health Act in New Zealand
New Zealand’s Mental Health (Compulsory Assessment and Treatment) Act of 1992, its purpose
is to give definition to the circumstances in which the occurrence of assessment and treatment becomes
compulsory. It ensures that the public and vulnerable individuals are protected from harm. It assures the
patients and proposed patients that their rights are protected. It also ensures that assessment and
treatment occurs in the least restrictive manner and is consistent with safety. It provides a legal
framework that is consistent with good clinical practice. 21
This law aims to assure the people that both people who are vulnerable and the public are safe
from harm. If a person becomes a patient under this Act, their right to say no to treatment can be
superseded and the court can then give orders to the patient to show up for any assessment or treatment,
which includes having to stay in a hospital. However, a person cannot be made to undergo compulsory
assessment and treatment due to political, religious or cultural beliefs and sexual preferences. Criminal
or delinquent behaviour, substance abuse and intellectual handicap are also not grounds for a person to
undergo compulsory assessment and treatment. 22New Zealand’s approach on handling mental illness is
more focused on treatment.
The patient has eleven rights under this Act, the right to information, respect for cultural identity,
right to an interpreter, right to treatment, right to informed about treatment, right to refuse video
recording, right to legal advice, right to company, right to have visitors and make telephone calls and
right to send and receive email. Under this act’s right to treatment, a treatment of professional standard is
offered to the patient. In the patient’s right to legal advice, he has the right to a lawyer who gives advice
about the Mental Health Act and to represent the patient at hearings, reviews and appeals. 23
The Mental Health Act of New Zealand does not really give that much emphasis to those who
belong to the labor sector, instead it has more focus on treatment of all patients in general. This seems to
be an effective approach because it addresses the problem from the root and stem by providing treatment
right away. It can also be noted that New Zealand’s Mental Health Act was passed in 1992, it is almost
30 years old. Their patients are also offered with various levels of rights and choices. New Zealand has
19
Career Philippines Shipmanagement Inc v Godinez [Supreme Court] G.R. No. 206826, October 02,
2017 (unreported, Sereno, C.J.) https://www.chanrobles.com/cralaw/2017octoberdecisions.php?id=710
May 28, 2020 (18-23)
20
Deoferio v Intel Technology Philippines [Supreme Court] G.R. No. 202996, June 18, 2014
(unreported, Brion, J.) https://lawphil.net/judjuris/juri2014/jun2014/gr_202996_2014.html May 28, 2020
(11-12)
21
(n.d.). Guidelines to the Mental Health - Ministry of Health NZ. Retrieved May 28, 2020, from
https://www.health.govt.nz/system/files/documents/publications/guide-to-mental-health-act.pdf
22
(2020, March 4). Mental health treatment | New Zealand Ministry of Justice. Retrieved May 28, 2020,
from https://www.justice.govt.nz/family/court-ordered-treatment/mental-health-treatment/
23
(n.d.). Your rights as a mental health patient - Community Law. Retrieved May 28, 2020, from
https://communitylaw.org.nz/community-law-manual/chapter-17-mental-health/your-rights-as-a-mental-
health-patient/
recently invested a major part of its budget on mental health, it has recently placed major highlights on
people’s problems with addiction. 24
Mental Health Workplace Policies and Programs in New Zealand
On April 4, 2016, Health and Safety at Work Act of 2015 came into effect, it is the workplace
health and safety law of New Zealand. The Independent Taskforce on Workplace Health and Safety
reported that New Zealand’s work health and safety system is failing in 2013. Because of this New
Zealand’s work health and safety system went through its most significant changes for 20 years which
resulted in establishing the WorkSafe New Zealand and the Health and Safety at Work Act of 2015. It is
recognized by the HSWA that a well-functioning health and safety system is reliant on participation,
leadership, and the government’s accountability, business and workers. 25
The Act and other related regulations ask that workers and others are given the utmost level of
protection, so far as it is reasonably practicable for protection from workplace and safety risks. This is
for both risks related to both physical and mental health. A new term, “Person Conducting Business or
Undertaking” is introduced in this Act, which includes employers, self-employed, principals to contracts,
manufacturers, designers, etc. or those who have primary duties related to primary health and safety
duties. The Act also includes duties for workers, which include employees and contractors. 26
The PCBU is expected by the HSWA to have effective systems that protect worker’s health both
physical and mental, from work-related factors before activities to promote general health and
well-being are implemented which relate to their wellbeing and align with their legal emphasis. The
PCBU is also expected to bear in mind as they develop health and safety management systems, that
protection of mental health is an important factor. The factors affecting mental health are seemingly
invisible in nature which leads many to focus their efforts on identifying and managing the outcomes of
mental ill-health and to build worker resilience in order to cope with pressure better. In short, the
approach they choose to take to work-place mental health is medicalised, not a risk management
approach to manage and assess the risks that are the cause of mental ill-health. Psychological risks are a
work risk just like biological, chemical or physical risks are, thus the focus on eliminating or minimising
them should be the same. 27
The increase of the emphasis in mental health along with physical health and safety is an
important step in making sure in the better awareness of, and in support for, protecting the wellbeing of
the people of New Zealand. In New Zealand, mental ill health is extremely common. More than 20% of
the people in New Zealand are more likely to experience mental ill-health in a period of 12 month; while
47% of the people in New Zealand have a possibility of experiencing mental ill health at any point in
their lives. Included in these figures are experiences that are common including anxiety and depression
which include more serious health concerns too. Research also highlights the direct negative
consequences of the effects of mental health issues to their personal well-being and productivity.28
Employees in New Zealand have the option to go for a sick leave, a sick leave is not a legal
entitlement. If a person is experiencing workplace stress and it is making the person not well, they can
take a sick leave. The employer will be entitled to ask for a medical certificate if the employee has been
away for more than three days. If the employee does not have enough sick leave, and his employer
agreement is not inclusive of any entitlement to a stress leave, the employee can try to negotiate with the
employer for leave or unpaid leave for stress. The employee has the responsibility to inform his
employer of health and safety risks at the workplace, and the employer has the responsibility to minimise
such risks. 29
24
(2019,June 21). Taking mental health seriously - New Zealand Labour Party. Retrieved May 28, 2020,
from https://www.labour.org.nz/taking_mental_health_seriously
25
(2017, September 4). Health and Safety at Work Act 2015 | WorkSafe. Retrieved May 31, 2020, from
https://worksafe.govt.nz/laws-and-regulations/acts/hswa/
26
(n.d.). Health and safety at work » Employment New Zealand. Retrieved May 31, 2020, from
https://www.employment.govt.nz/workplace-policies/health-and-safety-at-work/
27
(2017, September 7). Health isn't just physical | WorkSafe. Retrieved May 31, 2020, from
https://worksafe.govt.nz/topic-and-industry/work-related-health/work-related-health-updates/health-isnt-
just-physical/
28
(2020, February 24). Good mental health underpins workplace health and safety .... Retrieved June 1,
2020, from https://umbrella.org.nz/good-mental-health-underpins-workplace-health-and-safety/
29
(2019, November 20). Am I entitled to time off work due to stress? Would I be paid .... Retrieved June
1, 2020, from https://www.cab.org.nz/article/KB00039265
Jurisprudence in New Zealand
In Beckingsale v Canterbury District Health Board it is illustrated when the dangers of not taking
serious issues related to mental health in the workplace. A social worker, Ms. Beckingsale repeatedly
raised concerns that she was the subject of bullying by a supervisor and then she resigned from her
position. It was later discovered by the Authorities that Ms. Beckingsale was constructively dismissed,
the Board should have shown leadership and the concerns she had raised should have been investigated.
Ms. Beckingsale’s award for lost wages amounted to $3,991 and $10,000 compensation for hurt and
humiliation. 30
In the case of FGH v RST guidance on how to operate a performance management process while
also taking into consideration known mental health conditions was provided for by Judge Corkill. Ms H
was involved in this case; she was a public servant who worked for RST, a government organisation.
Performance concerns arose that are related to the way she performed her role, although Ms H was
generally an “average” performer. Ms H advised RST that she had attention deficit disorder or ADD and
anxiety disorder which affected her during this process until the point that she became so ill and unable
to come to work for weeks, this was done earlier in the performance management process. RST
implemented more support measures to cater to her needs during the performance management process
which included EAP assistance, in order to attend the gym time off, to move her desk and support from
RST’s business coaches, in response. According to the Court RST took these measures because of their
belief that it was providing a workplace that is safe and counterbalancing any stress that was caused by
the performance management process. The measures were not enough for RST to evade its obligations
which even made Ms H’s anxiety worse as a result of the ongoing process. 31
As seen in cases discussed from New Zealand, it is more of the employer’s responsibility to think
of policies that would protect the mental health of their employees. The employees also have the
responsibility to disclose if ever such illness exists within them. It is the responsibility of the employer to
assess each employee’s mental health situation. The employee should also help in being vocal about
their mental health situation and what steps to be taken in order to address them. Hence, both the
employer and the employee play a huge part in making policies related to mental health.
Recommendations for Employers in New Zealand
● To be a good employer- an employee who is in distress experiences anxiety in being
treated fairly. In a trusting relationship employees are more likely to discuss their
problems sooner and in a more honest manner, which means that employers can place
strategies earlier, or even stop problems from arising.
● Give a safe environment for talking- provide information and encourage awareness
about mental health issues, which include alcohol and drug misuse and addiction.
● Certify zero tolerance- in the workplace for discrimination hinged on people’s mental
health status.
● Aid employees with mental health problems to stay at work and return to work-
something very helpful to recovery is being at work and being able to be productive at
work.
● Stay away from labels-specific problems related to the workplace should be focused on
and how they can be overcome and not what a person’s diagnosis is or what it might be.
To be aware of potential prejudice, and to name behaviours that are problematic and to
see what can help them.
● As an employer, be clear about what you need-while keeping an open mind about
different ways that terms of work can be achieved in terms of what needs to be done. The
performance that is outlined in the employment agreement is what employers are entitled
to expect.
● Workplace accommodations should be reasonably made-just like any physical illness
or disability. Which includes flexible working, time off for treatment, or a modified
working arrangement.
30
(2016, April 4). Mai Chen: Mental health in workplace is new ... - NZ Herald. Retrieved June 1, 2020,
from https://www.nzherald.co.nz/nz/news/article.cfm?c_id=1&objectid=11616369
31
(2018, December 10). Mental health risks in performance management ... - Bell Gully. Retrieved June
1, 2020, from
https://www.bellgully.com/publications/mental-health-risks-in-performance-management-an-important-
discussion-for-employers
● Appropriate sensitivities around disclosure and information sharing should be
ensured-in line with the employee’s wishes and legal requirements employers must
maintain confidentiality and privacy.
● Insights of people with experience with mental health problems can be valued-they
often learn a lot about themselves and other people through the challenges they have
experienced. 32
Mental Health and the Workplace
The World Health Organizationsaid that work has good effects on the mental health of
employees but a negative working environment can be the root of both problems relating to both mental
health and physical health. Both depression and anxiety have negative impacts on the economy, in lost
productivity per year the estimated cost to the global economy is US$ 1 trillion. Those that have a
substantial unpleasant impact on mental health are the commonly reported problems like harassment and
bullying. There are a number of actions that are effective that organizations can take to promote mental
health in the workplace, these actions can also be beneficial to productivity. There is a return of US$4
for improved health and productivity for every US$1 put into scaled up treatment for common disorders.
33
With the whole country being in lockdown, the uncertainty and concern around this situation we
are in and the longer we are in it will generate a lot of mixed emotions which relate to physical
symptoms. For a lot of people, the extended period of isolation and loss of contact has been the root of
stress, anxiety, boredom and putting emphasis on underlying conditions that were previously
manageable. With approximately 6.5 million workers taking a leave of absence, those who are holding
the fort are taking the strain as they pick up extra responsibilities and in some instances even a reduction
to their salaries. It is very apparent that there is an overarching understanding of the need to sustain
business, however at the risk of the mental health of those who stay at work. Workplace mental health,
before, meant the business goal of being mindful of, and then improving on, all the mental health of the
workplace, so that all employees feel supported and included, especially in times that are more difficult.
34
It is often speculated that a worker develops his mental illness outside of the workplace.
Nonetheless, a worker’s mental illness may develop prior to employment or on the onset of their
employment. A work environment that is “unhealthy” or an incident in the workplace can cause
considerable stress and worsen and contribute to the development of an existing mental health condition.
The effect of mental health stress can be different for each person. That is why it is important for all
individuals in the workplace to be aware of factors that could potentially contribute to mental health
issues, encourage reporting of symptoms early, and make strategies to maintain a positive pathway to
mental health. Feeling of excessive stress is one of the major contributors to mental illness. 35
Other workplace related risks such as, more accidents, workers’ compensation claims, disability,
violence in the workplace, and even claims for harassment and discrimination these scenarios have
become so transparent in the world today, when mental illness is not managed. To offer full mental
health employee benefits to the workforce will make full business sense. According to experts the key to
reducing the costs and incidents of serious mental illness in employees is intervention. The best possible
outcomes for those who have mental illness is shown to be provided by early intervention. Employees do
not get well on their own, when employees have limited access to treatment options, or when mental
illness is left untreated or undiagnosed. 36
32
( n.d.). The business benefits of good mental health » Wellplace.nz. Retrieved June 2, 2020, from
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Conclusion
The mental health law in the Philippines is relatively new which means it still has a lot of room
to improve. Taking into account the existing mental health law in the Philippines is an important step in
looking into things to improve for the mental health policies in the workplace. The study aims to
compare the mental health workplace policies in both the Philippines and New Zealand. Several studies
have shown that a better working environment for the employee’s mental health does not just benefit
them but it also benefits their employers. Looking into the mental health policies of a country that has
had far more experience in implementing them is a good step for the Philippines.
New Zealand has had a mental health act far longer than the Philippines, their mental health
workplace act has already been amended thus, studies and improvements have been made to it. Even the
World Health Organization recognizes the role of the employer as a major contributor to the mental
health status of their employees. A better working environment for the employees does not benefit
them; it benefits their employers too because studies have shown that employers who value their
employee’s mental health more have had less loss to their profits. Excessive stress due to work was
identified as one of the major contributors to the illness experienced by most employees. Employers
should therefore consider creating a workplace environment that has the most minimal room for stress.
Mental health workplace policies from other countries focus more on the roots of the problem
rather than addressing them after the symptoms have shown. This is not the case here, countries like
New Zealand have extensive policies that would lead to the prevention of triggers for mental health
issues. This might be difficult to implement in the Philippines since its mental health act is fairly new,
and several mental health issues have already become apparent in many Filipinos. Even if the mental
health workplace policies in the Philippines is fairly new it can still be considered at par to that of New
Zealand’s, in addressing ongoing conditions. Thus, the main problem of the mental health policies in the
workplace in the Philippines is that it fails to address the issues from the root.
Recommendations
It is recommended that the workplace mental health policies include taking steps in advance. It is
said that prevention is better than cure, a careful reading of Department Order no. 208 would lead one to
the conclusion that it is more geared towards addressing the issues right on rather than addressing their
roots. New Zealand’s mental health workplace policies are more geared towards addressing the roots of
mental health by encouraging employers to create a healthier work environment for their employees.
This is more difficult to apply in the Philippines since New Zealand’s new mental health policy was
passed in 2015, and the Philippines just released its memorandum on 2020. Trying to apply the policies
here is only difficult but not impossible.
In New Zealand, employers are encouraged to treat their employees fairly. That can be done here
in the Philippines too. An employee when treated fairly has lower risk of experiencing anxiety, an open
trusting relationship with their employers leads employees to feel more comfortable about talking about
their mental health issues. Through this employers can place policies to prevent the problems from
arising. Through this employers can also place strategies that can prevent the employees’ mental health
status from worsening.
The Philippines can also adopt New Zealand’s “certified zero tolerance policy”, it means that
workplaces here in the Philippines should have more stringent policies in imposing that it does not
tolerate discrimination based on a person’s mental health. Employers in the Philippines could also aid
employees recovering from previous mental health issues to adjust well to returning to their work
environment. This would ensure recovering employees that they are being welcomed in a healthy
environment and thus not further contribute to their mental health risks. Furthermore, feeling productive
can also be helpful to maintaining a good mental health status.
Employers in the Philippines should also “stay away from labels”. Employers should focus more
on the specific problems and their solutions that are work related rather than what a certain person’s
diagnosis is. The person’s co-workers should also be made aware of the potential prejudice of a person’s
health condition. The co-workers should also be aware of what actions they could take in order to help
the mentally ill employee. It is also important to know a person’s triggers so that they can help in
preventing the person from being triggered.
The employer should also make sure that he is clear about what he needs from his
employees.While it is clear that some forms of work can be achieved in various ways. When an
employer is clear about what his employees need to achieve in terms of work, it will cause less stress for
the employees since they will experience less pressure. The employer should clearly outline the amount
and quality of work expected from their employee.
Workplace accommodations should also be reasonably made mental health illness just like any
physical illness needs a different approach for accommodation. This includes working time that is made
flexible. Employees should also be entitled time off from work in seeing mental health treatments. A
modified working arrangement can also be offered to people experiencing mental health problems.
These arrangements are also done in New Zealand.