Mental Health First Aiders at Work: A Guide for Charities

In most workplaces, there are first aiders who will support employees if they feel physically unwell, get injured, or have a medical emergency. But what about your mental wellbeing at work? It’s so important to look after your workforce, both to ensure your colleagues are able to do their best work, and to protect their health and happiness. This guide explains the role of mental health first aiders (MHFAs), the benefits of having them, and how to train an employee in your charity.

What is a mental health first aider in the workplace?

Workers in the charity sector often face additional pressures, such as emotionally demanding work and limited resources, which can lead to stress, burnout, and other mental health conditions. Mental health first aiders (MHFAs) are trained colleagues who are on hand to provide immediate help to those facing mental health struggles. Signposting appropriate support, they should be available to both office and remote workers, as well as volunteers. They could even support candidates applying for roles if they have a mental health emergency during an interview.

This isn’t a dedicated role you need to recruit for, as the workload should not require a full-time employee. Instead, you can upskill existing employees to become MHFAs alongside their usual role through official training programmes, such as courses offered by Mental Health First Aid England.

What mental health first aiders do and don’t offer

Mental health first aiders are similar to physical first aiders who provide initial support for injuries, but their responsibilities doesn’t extend to actual medical treatment. Instead, MHFAs:

• Have confidential and supportive conversations with colleagues, listening without judgement.
• Identify signs and symptoms of poor mental health.
• Assess the level of self-harm or suicide risk.
• Explain what support is available, either within the organisation or externally, and encourage colleagues to engage with them.
• Call an ambulance or other emergency service if they feel it is necessary.

What MHFAs can’t do:

• Diagnose mental health conditions.
• Provide therapy or counselling.
• Replace long-term support.
• Dismiss a colleague’s concerns, feelings or condition.
• Violate confidentiality without consent, unless they need to inform the relevant authorities about risk of harm.

Are mental health first aiders a legal requirement?

It’s currently not a legal requirement to have MHFAs, but it’s strongly encouraged. They can become part of a strong mental health policy, acting as the first port of call when people experience difficulties. While just one part of the process, immediate support is crucial for wellbeing and supports your duty of care as an employer, fostering a workplace that encourages psychological safety.

Benefits of mental health first aiders for charity workforces

Every workplace can benefit from mental health first aid, but charities in particular face unique challenges that can create added mental health pressures. Limited resources often lead to employees working longer hours or taking on multiple roles. The work itself is often emotionally demanding, which can lead to compassion fatigue.

The benefits of offering this type of support are immense:

• Immediate mental health support is key to addressing and managing issues early.
• A more engaged and positive workplace culture where employees know their wellbeing is valued.
• Someone to confide in confidentially without fear of judgement or consequences to their job.
• Improved empathy and understanding between colleagues.
• Better staff retention, as people feel supported by their employer.
• Lower absence rates due to mental health issues, leading to better overall successes and outputs from your team.

How many mental health first aiders should a workplace have?

There’s no ‘set’ ratio of mental health first aiders to employees, though the Wellbeing Agency recommends one MHFA to every 50 people as a general guide. St John Ambulance suggests having as many mental health first aiders as physical first aiders, as they’re equally important.

Other practical considerations can help you decide how many people to train, such as workforce size. The type of work your organisation does can also affect how many MHFAs you appoint. Just as physically riskier workplaces (such as factories and warehouses) might have more regular first aiders, you might opt for more mental health first aiders if the nature of your charity work is more likely to affect an employee’s mental wellbeing.

Introducing MHFA into your charity

If you’re looking to add mental health first aiders to your charity workforce, you’ll need to consider who to upskill and find a reputable training course. Interested employees should understand what the role entails to decide whether they’re suitable. Additionally, they will need:

• Enough time and resources to manage extra responsibilities alongside their usual role.
• A good understanding of the importance of confidentiality.
• High levels of empathy.
• The ability to stay calm during a potential crisis.

Mental health first aid training courses are available from well-recognised providers:

• Mental Health England offers a wide range, including mental health training for the workplace and courses for those working with young people.
• Mental Health First Aid Course provides virtual and on-site MHFA training and refresher courses.
• St John Ambulance, which offers fantastic physical first aid courses, also offers practical mental health courses.

Look for mental health awareness when hiring

Previous MHFA training or experience is a fantastic attribute for candidates applying for any role in your charity, though it’s unlikely to be an essential requirement unless particularly relevant to the role.

However, recruiting people with a strong understanding of workplace mental health challenges (and their resulting barriers to staying in employment) can be valuable in charities. A really effective team will be supportive and empathetic towards one another.

If the role isn’t specifically about mental health, you can ask candidates during interviews about their workplace mental health awareness to assess their cultural fit in your team. Be careful not to ask if they themselves have any mental health conditions, as it is a personal decision as to whether or not they want to disclose this information.

Working towards better mental health in the charity sector

Working in a charity is rewarding, but there’s no denying it can take a toll on your team’s mental health. The more that’s done to recognise mental health issues and support workforces, the better equipped you’ll be to support your charity’s mission.

Find passionate candidates for your charity with CharityJob, including talented people who can bring their own valuable mental health training and experience. Post a job using ‘Apply via CV and cover letter’ and get free access to our end-to-end Applicant Tracking System (ATS) and helpful features, such as anonymous recruitment and customisable email templates.

We offer four job ad packages to suit your needs and budget. Choosing the right package matters because it determines the pool size, type, and quality of candidates your ad will reach. If you’re not sure which is right for your non-profit organisation, contact us for personalised advice. Our team have expert knowledge on charity recruitment, so give us a call on 020 8939 8430, email us at info@charityjob.co.uk or click the button below. We’re looking forward to hearing from you!