New Workplace Bullying Law Takes Effect; Experts Advocate for Green Channel for Psychological Support

(CNA, Taipei, June 30) With the special chapter on preventing workplace bullying taking effect in July, experts suggest establishing a green channel for employment and psychological support. They propose redefining seeking help as optimizing personal high-pressure management, allowing all employees to seek assistance without being burdened by stereotypes, thereby promoting workplace mental health.

As the "Special Chapter on Preventing Workplace Bullying" of the Occupational Safety and Health Act officially came into force on July 1, workplace mental health issues have gained attention. According to a study published in the "International Journal of Mental Health Systems" in April, expanding access to psychological therapy services within the UK's National Health Service may help improve long-term mental health problems.

This study, conducted by the University of Manchester, analyzed annual population survey data of over 535,000 working-age adults between 2015 and 2020 to examine whether regional disparities in the supply of the UK's National Health Service's "talking therapies" were associated with labor force participation rates.

The study found that individuals with long-term mental health problems were less likely to participate in the labor market, and only about one-fifth of working-age adults with mental health issues had received talking therapy. If a region could provide one additional psychological therapy session, the local labor force participation gap could be reduced by an average of 0.92%.

This association was most significant in the 45-65 age group, among those not receiving benefits, and among men. Although much literature has confirmed that improving access to psychological therapy helps narrow the gap in the labor market for individuals with mental health problems, traditional perceptions persist, making stressed male workers reluctant to seek help proactively.

Hu Yen-wei, Executive Director of the National Federation of Counseling Psychologists Associations of the Republic of China, called in a press release today for the establishment of a green channel for employment and psychological support to enhance service accessibility. Frontline staff at employment service stations could use simple scales to screen for job seekers with high anxiety, assist them in scheduling free psychological counseling sessions on-site, and provide them with career-oriented knowledge for adjusting to workplace stress and rebuilding confidence.

To increase men's willingness to seek help, continuous efforts in "de-stigmatization" are necessary. Hu Yen-wei suggests offering services with practical, action-oriented terms such as "Career High-Pressure Reduction Coaching Program" or "Life Strategy Consultation," redefining seeking help as "optimizing personal high-pressure management," reducing relevant fees based on the individual's economic situation, and promoting "tele-counseling" to protect privacy.

Hu Yen-wei explained that a flexible increase in counseling sessions is imperative. For men at high risk of long-term unemployment with severe psychological trauma, "3+N additional subsidies" should be provided, extending to 6 to 8 sessions based on individual circumstances, until their psychological state stabilizes and they can smoothly connect with employment guidance to re-enter the labor market.

Li Li-ting, Director of the Mental Health Center at the Wei-Shin Foundation, encourages businesses to create mentally healthy friendly workplaces, such as providing confidential psychological counseling subsidies, anonymous consultations, and online counseling, offering diverse and convenient channels for seeking help, and lowering the threshold for employees seeking assistance. Simultaneously, enhancing employees' and supervisors' ability to recognize stress signals and early signs of depression to provide timely care and referrals.

Flexible working hours, work adjustments, and return-to-work support measures are very important to help employees maintain work connections during their recovery. Li Li-ting emphasized that the key to creating a mentally healthy friendly workplace is not just providing services, but more importantly, allowing employees to seek help with peace of mind and receive assistance early, preventing psychological problems from worsening and leading to withdrawal from the labor market, thereby promoting stable employment and workplace sustainability. (Editor: Chen Ching-fang) 1150630

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