Mental Health Toolkit for Navigating Workplace Stress and Institutional Conflict

1. Introduction

Experiencing stress, anxiety, or depression in the context of workplace conflict, discrimination, or prolonged grievance processes is not uncommon. This toolkit provides guidance on how to protect your mental health, seek appropriate support, and navigate the intersection between medical care and employment frameworks.

This guide includes:

  • How to approach your General Practitioner (GP)

  • How to work with Occupational Health (OH) while maintaining boundaries

  • Legal and strategic uses of mental health evidence in grievances and tribunals

  • Links to reasonable adjustments and sick leave policies

2. When to Seek Help

  • You feel persistently anxious, depressed, withdrawn, or overwhelmed

  • You’re having trouble sleeping, eating, or maintaining normal functioning

  • You’ve received a distressing response to a grievance, complaint, or incident

  • You are being subjected to repeated institutional delays, gaslighting, or exclusion

3. Your GP: Clinical Support and Documentation

What to Expect:

  • Your GP can assess your mental health and offer interventions (medication, therapy referrals)

  • They can issue fit notes (formerly 'sick notes') for mental health-related leave

  • They can refer you to NHS Talking Therapies or community mental health services

How to Use GP Support Strategically:

  • Request clear documentation of diagnosis and symptoms

  • Ask for referrals that document workplace-related stress

  • If planning an Employment Tribunal, consider asking the GP to note workplace cause of symptoms (if applicable)

  • Keep a copy of all GP notes and correspondence

4. Occupational Health (OH): Constructive Engagement

Important Context:

Occupational Health teams are typically employed or commissioned by your institution and are tasked with offering objective assessments to support both the employee and the organisation. While their reports are shared with HR or management, many OH professionals are clinically trained and work to ethical and evidence-based standards.

Purpose of OH:

  • To assess your fitness to work

  • To recommend adjustments (e.g. phased return, workload changes)

  • To provide advice on workplace support and duty of care

How to Engage OH Effectively:

  • Treat the appointment as a professional assessment — be clear, factual, and measured

  • Prepare notes beforehand outlining symptoms, impact on function, and your support needs

  • You can request to see the report before it is sent to HR (under the Access to Medical Reports Act 1988)

  • If needed, you may ask for factual amendments or provide clarifications

Practical Consideration:

OH is a valuable route for facilitating reasonable adjustments and workplace support. While their remit includes supporting the employer, many professionals do advocate strongly for individual wellbeing when presented with a clear and honest account.

5. When to Involve Mental Health in Formal Proceedings

Employment Tribunal:

  • Medical evidence can support claims of injury to feelings, disability discrimination, or detriment from whistleblowing

  • A GP diagnosis can serve as evidence of harm

  • If workplace stress has reached clinical levels, consider requesting adjustments to tribunal process (e.g. remote hearing, breaks)

Internal Grievance or Appeal:

  • If stress is severe, mention it in your submission — but ensure it is grounded in medical documentation

  • If you are too unwell to engage with a process (e.g. attend a meeting), request postponement with a fit note

6. Reasonable Adjustments

If your mental health condition qualifies as a disability (i.e. long-term, substantial impact on daily activities):

  • Your employer has a duty under the Equality Act 2010 to make reasonable adjustments

  • This could include: flexible working, different reporting lines, protected time off, therapeutic support, or role modification

  • OH reports can help formalise these requests, but they can also be made directly

7. Record-Keeping and Boundaries

  • Keep a private health log (dates, symptoms, triggers, doctor visits)

  • Retain all medical letters and fit notes

  • Set boundaries with work — it is not your duty to disclose full clinical details

8. Additional Support Resources

  • Mind: www.mind.org.uk

  • Rethink Mental Illness: www.rethink.org

  • NHS Talking Therapies: Search via your GP or online

  • Occupational Health Advice Line for Employers and Employees

9. Final Note

You are not alone. Mental health strain in the face of workplace injustice is real and valid. Seeking help is not a sign of weakness but a practical and courageous step. When handled carefully, clinical support can reinforce your personal wellbeing and strengthen your case.