The mental health and well-being of council staff in Rhondda Cynon Taf (RCT) has become a growing concern, highlighting the need for proper support systems within the workplace. Reports show that a considerable number of RCT Council employees have been unable to attend work due to mental health issues, prompting discussions on implementing measures to address these challenges. During a recent council overview and scrutiny committee meeting, it was revealed that in 2024, a total of 147,905 working days were lost to sickness absence, with mental health being cited as a significant factor behind these absences.
Statistics presented at the meeting indicated that mental health (excluding bereavement-related reasons) accounted for 30.5% of all absences across the council, with community and children’s services recording the highest levels at 33.7%. This data has raised concerns among councillors, with Councillor Scott Emanuel emphasising the importance of acknowledging the demanding nature of certain roles within the council, such as those in children’s services or housing, where exposure to distressing situations can impact mental well-being. In response to these challenges, the idea of introducing mental health first aiders within the council was proposed as a means to provide better support for staff members facing mental health issues.
The concept of having mental health first aiders was positively received by councillors, with Councillor Ros Davis highlighting the effectiveness of such training and expressing her support for the initiative. The discussions also touched upon the broader impact of mental health issues, particularly in the context of the ongoing pandemic, and the need for a more comprehensive approach to addressing these concerns. Questions were raised regarding the potential correlation between remote working arrangements and mental health challenges, prompting a deeper exploration of the underlying issues affecting council staff.
In response to inquiries from councillors, the director of human resources, Richard Evans, outlined existing support mechanisms available to staff, including digital and face-to-face assistance, counselling services, and mental health and well-being support. While emphasising the council’s commitment to mental health support, Evans acknowledged the need for further analysis to gain a clearer understanding of the root causes of mental health issues among employees. Efforts are also being made to promote mental health services to frontline staff who may not have regular access to digital resources, underscoring the importance of ensuring all employees have the necessary support systems in place.
As discussions continue on how best to address mental health challenges within the council, there is a recognition of the broader societal factors that can impact mental well-being, such as the cost of living and personal struggles. By fostering a supportive work environment and investing in targeted initiatives like mental health first aid training, the council aims to better equip its staff to navigate mental health challenges and promote overall well-being. Moving forward, a collaborative and data-driven approach will be essential in identifying effective strategies to support council employees and foster a culture of mental health awareness and support.