Mental Health is high on the agenda for all sizes of businesses, but there is an area of mental illness that is rarely talked about, particularly by those affected who often go to significant lengths to keep it hidden. Beat, the eating disorder charity, estimates that 1.25 million people in the UK have an eating disorder so this is an important area of mental ill health that needs to be recognised
Eating disorders are complex mental illnesses that affect all ages, genders and backgrounds and include: bulimia, binge eating disorder, avoidant/restrictive food intake disorder (ARFID), other specified feeding or eating disorder (OSFED) and anorexia. The latter having the highest mortality rate of any mental illness, but all eating disorders can severely affect the quality of life for sufferers and their families.
People with eating disorders use disordered eating behaviour as a way to cope with difficult situations or feelings, not necessarily related to the food itself, or a desire for a particular body image. The way a person treats food may satisfy a need for control or as a coping mechanism.
Christine Husbands is managing director of RedArc, a specialist company providing long term care and support to people suffering from serious illnesses, disability or bereavement. The service is usually provided as an added value service within an insurance product or part of a package of benefits for employers. Christine give 3 key ways in which
Recognising the signs
Employers and colleagues are very often unaware that an employee has an eating disorder, however there may be signs such as:
- Rapid weight loss or gain
- Dieting or restrictive eating that are worrying, such as when the individual is underweight
- Preoccupation with food, exercise, weight or body shape
- A change in eating behaviour or fluctuations
- Regularly visiting the toilet after meals
- Social withdrawal, particularly from situations that involve food
- Physical signs such as malnutrition, poor circulation, dizziness, palpitations, fainting or pallor
- Excessive exercise, agitation when sitting still.
- Other mental health problems
Offering help
Some employees confide in a colleague or manager and this is obviously a positive first step towards getting help.
The earlier someone is able to access treatment, the better, however an employee suspected of having an eating disorder needs to be approached with considerable tact and sensitivity, in a confidential environment. Individuals often feel a lot of shame and are likely to be very distressed or not be willing to admit to having an issue, at least initially. It may take a considerable length of time for an employee to admit to themselves that they have a problem let alone confide in a third party, so employers and colleagues need to be patient and reassuring.
Focussing on factors affecting an employee’s performance or behaviour at work is a logical and non-threatening first step. Reassurance of the ongoing support from their manager, colleague or other trusted individual, such as a Mental Health First Aider, can be important in building comfort which may in time lead to opening up about their eating problems.
Employees should always be encouraged to engage with their GP even though waiting lists for interventions can be very long in all but the most urgent/severe cases. Other mental health services catering for eating disorders may be available, for larger organisations this might include: an Employee Assistance Programme, Private Medical Insurance and access to Mental Health Nurse services.
Smaller organisations often have benefits through organisations such as the Federation of Small Businesses who provide access to long-term Mental Health Nurse support.
Confirmation of flexibility and private facilities to make calls or time off to attend appointments is also very important and reassuring for the individual.
Being prepared
It is important to remember that Eating Disorders are a complex form of mental illness which are often hidden but nevertheless can significantly affect any member of the workforce. Employers should therefore be aware of the signs and ensure that they have arrangements in place to ensure that employees affected have the best chance of opening up about problems early and seeking help to recover as quickly as possible.
Being aware of support within any employee benefits offered at work is particularly important. For example, access to specialist Mental Health Nurses can be available as part of other health and wellbeing benefits, and they can be an excellent resource for such situations.
Support can include access to experienced registered Mental Health Nurses who provide long-term, confidential, one-to-one support which is an important factor in the recovery from an eating disorder. They can also be the vital link in organising tailored therapies, signposting to specialist charities and support groups and helping individuals to navigate the NHS, all ensuring that the individual has the best opportunity to make an effective and sustained recovery.
