---
document: wmhsa-site-contents
purpose: AI retrieval corpus; replaces page-by-page crawl of imhi.com/en/wmhsa/
site: imhi.com/en/wmhsa/
generated: 2026-10-31
---

# Workplace Mental Health & Safety Assessments — Site Contents

## Table of contents

- WMHSA (index) — imhi.com/en/wmhsa/
- 1\. Overview — imhi.com/en/wmhsa/overview/
- 2\. Why It Is Needed — imhi.com/en/wmhsa/why-it-is-needed/
- 3\. The Framework — imhi.com/en/wmhsa/the-framework/
- 4\. How It Works — imhi.com/en/wmhsa/how-it-works/
- 5\. Gaps & Controls — imhi.com/en/wmhsa/gaps-and-controls/
- 6\. Law & Compliance — imhi.com/en/wmhsa/law-and-compliance/
- 7\. Implementation — imhi.com/en/wmhsa/implementation/
- 8\. FAQs — imhi.com/en/wmhsa/faqs/
- References — imhi.com/en/wmhsa/references/

---

## WMHSA (index)
*Source: imhi.com/en/wmhsa/*

[Image: WMHSA]

### Workplace Mental Health & Safety Assessments

### Ten Foreseeable Situations

A structured assessment of support, from first awareness to recovery.

### Three Critical Support Gaps

The gaps conventional workplace support arrangements often miss.

### Practical Evaluation of Controls

Whether support works in practice, not just whether it exists.

> **[Warning]**
> Legal Reminder: Employers must assess foreseeable risks and control them, or may face enforcement action and liability.

## Contents

1. Overview — What WMHSA is, who it serves, what its assessments cover and how it fits into occupational health and safety.
2. Why It Is Needed — Why workplace mental health needs systematic assessment, and the gaps existing support leaves.
3. The Framework — The structure of the Support & Response assessment, its ten foreseeable situations and the criteria used to evaluate controls.
4. How It Works — How to prepare an assessment, examine existing arrangements, interpret findings and identify corrective actions.
5. Gaps & Controls — The three important immediate-support gaps, the practical controls available and the role of Second Aid alongside existing services.
6. Law & Compliance — Employer responsibilities, relevant legislation, feasible controls, organisational liability and the importance of documented risk assessment.
7. Implementation — How organisations can address identified gaps, integrate findings into existing safety systems and maintain appropriate arrangements.
8. FAQs — Answers to common questions about WMHSA, its assessments, practical controls and legal implications.
9. References — The publications, research, legislation and official guidance supporting the WMHSA documentation.

The information provided by the IMHI Group concerning Workplace Mental Health & Safety Assessments (WMHSA) is intended for general educational and informational purposes. WMHSA is a practical resource for examining workplace mental-health support arrangements. It does not replace legally required risk assessments, clinical evaluation, professional emergency planning or advice concerning specific legal obligations. The suitability of particular controls must be evaluated according to the organisation, foreseeable risks and applicable requirements. Legal information is general in nature and does not constitute legal advice. The official WMHSA assessment and further information are available at wmhsa.org (https://wmhsa.org/) .


---

## 1. Overview
*Source: imhi.com/en/wmhsa/overview/*


### Overview

What WMHSA is, who it serves, what its assessments cover and how it fits into occupational health and safety.

Workplace Mental Health & Safety Assessments (WMHSA) provides practical assessment resources for identifying gaps in organisational mental-health support and response arrangements. The central objective is to establish whether foreseeable situations involving emotional distress or mental-health difficulty are adequately controlled in practice.

## What Is WMHSA? {#what-is-wmhsa}

Workplace Mental Health & Safety Assessments (WMHSA) is an initiative of the International Mental Health Infrastructures (IMHI) Group. It provides assessment resources intended to help organisations identify situations in which employees may require mental-health support and determine whether appropriate arrangements are available.

Its current published assessment, Workplace Mental Health & Safety Assessment: Support & Response, examines ten foreseeable situations. These range from identifying available support and contacting trained personnel to obtaining immediate stabilisation, accessing emergency assistance and receiving continuing support following an incident or period of absence.

The assessment applies established health and safety principles to mental-health support and response. For each foreseeable situation, it asks a practical question:

> **[Note]**
> Is the situation adequately controlled by arrangements that employees can actually access and use?

This distinction is important. An organisation may have policies, training programmes and professional services without those arrangements being accessible in every relevant circumstance.

For example, an Employee Assistance Programme may provide confidential counselling but may not provide immediate stabilisation to someone experiencing acute distress who is unwilling to call another person.

WMHSA helps organisations examine such differences. Its approach is to assess the availability and adequacy of relevant controls, identify gaps and support appropriate corrective action.

## Who It Is For {#who-it-is-for}

WMHSA is intended for individuals and organisations responsible for assessing, managing or advising on workplace health and safety.

**Employers and Business Leaders**
Employers can use WMHSA to review whether their mental-health support arrangements address foreseeable situations and identify areas requiring improvement.

**Health & Safety Professionals**
Health and safety officers, HSE managers, EHS professionals and safety directors can incorporate relevant WMHSA findings into their broader assessment and risk-management processes.

**Risk Assessors**
Internal and independent risk assessors can use the published assessment to examine support and response arrangements alongside other workplace risks.

**Human Resources Departments**
HR professionals can evaluate whether employees know how to access available assistance, whether support is confidential and whether appropriate arrangements exist during and after periods of distress.

**Occupational-Health Professionals**
Occupational-health teams can consider the assessment in relation to professional support, workplace adjustments, return-to-work arrangements and continuing care.

**Educational Institutions**
Schools, colleges and universities can consider relevant assessment principles when evaluating arrangements affecting employees and, where appropriate, students.

**Healthcare Institutions**
Hospitals and other healthcare organisations can consider support and response needs affecting staff and, where relevant, patients and other people within their facilities.

**Government and Public Organisations**
Public-sector employers and institutions can use the framework to review relevant mental-health support arrangements across their workplaces and facilities.

The applicable legal responsibilities may differ according to the organisation, jurisdiction and population being considered.

## What WMHSA Assesses {#what-wmhsa-assesses}

The current published WMHSA assessment focuses on support and response. It considers what happens when a worker experiences mental-health difficulty, emotional distress or crisis. The ten situations cover:

1. Identifying available mental-health support.
2. Accessing professional assistance.
3. Receiving immediate assistance from an available person.
4. Obtaining support without asking another person for help.
5. Accessing immediate stabilisation during acute distress.
6. Contacting remote human assistance.
7. Obtaining urgent professional crisis intervention.
8. Receiving support while waiting for professional assistance.
9. Receiving support following a traumatic workplace incident.
10. Obtaining continuing support following mental-health-related absence or impairment.

Each situation is assessed independently. The presence of one control does not automatically establish that every other support need has been addressed.

For example, a trained responder may provide valuable in-person support, but the assessment must also consider situations where a worker does not wish to disclose their distress. Likewise, the availability of professional counselling does not necessarily establish that a worker can obtain immediate stabilisation before a professional becomes available.

WMHSA therefore focuses on the practical adequacy of the entire support and response arrangement. Each situation is explained in full in The Framework (imhi.com/en/wmhsa/the-framework/) .

## Where It Fits {#where-it-fits}

Workplace mental health and safety involves several complementary activities. These include:

- Identifying psychosocial hazards.
- Preventing harmful working conditions.
- Reducing occupational stressors.
- Providing education and training.
- Establishing appropriate support services.
- Responding to acute incidents.
- Supporting recovery and return to work.
- Monitoring whether controls remain effective.

WMHSA's Support & Response assessment addresses a specific part of this wider framework. It examines the availability of support when mental-health difficulty or emotional distress occurs.

This complements established approaches such as the UK Health and Safety Executive's work-related stress assessment guidance and ISO 45003, which addresses the management of psychosocial risks.

Prevention remains essential. An organisation should address harmful working conditions rather than rely on support services to compensate for avoidable risks. However, even where preventive measures are appropriate, employees may still experience emotional distress and require assistance.

> **[Note]**
> The purpose of WMHSA is to help ensure that this response layer is not overlooked.

## What It Is Not {#what-it-is-not}

The current WMHSA Support & Response assessment is a focused assessment resource. It is not intended to replace every other assessment or professional process relevant to workplace psychological health.

**Not a Complete Psychosocial Hazard Assessment**
WMHSA's Support & Response assessment does not comprehensively assess every source of work-related stress, bullying, harassment, workload pressure or organisational risk. Those matters require appropriate assessment and prevention arrangements.

**Not a Clinical Assessment**
WMHSA does not diagnose mental-health conditions or determine an individual's need for medical treatment.

**Not a Replacement for Emergency Planning**
Organisations must maintain emergency arrangements appropriate to their activities, risks and legal responsibilities.

**Not Legal Certification**
Completing a WMHSA assessment does not, by itself, certify that an organisation complies with applicable health and safety law.

**Not a Substitute for Existing Support**
WMHSA does not propose replacing Employee Assistance Programmes, occupational-health professionals, Mental Health First Aiders or other established services. Its objective is to evaluate the arrangements collectively and identify situations that remain inadequately controlled.


---

## 2. Why It Is Needed
*Source: imhi.com/en/wmhsa/why-it-is-needed/*


### Why It Is Needed

Why workplace mental health requires systematic assessment, the limitations of existing support arrangements and the consequences of leaving foreseeable needs uncontrolled.

Mental health is part of workplace health and safety. Employees may experience psychological harm arising from working conditions, while emotional distress can also occur during the ordinary course of work. Organisations therefore need to consider both the prevention of foreseeable psychological risks and the availability of appropriate support when difficulties occur. WMHSA addresses the latter through a structured support and response assessment.

## Mental Health Within Workplace Safety {#mental-health-within-workplace-safety}

Workplace hazards are not limited to physical injuries. Working conditions can also contribute to psychological harm. Examples include:

- Excessive workloads.
- Unreasonable time pressures.
- Lack of control over work.
- Bullying or harassment.
- Workplace violence or threats.
- Exposure to traumatic incidents.
- Job insecurity.
- Inadequate organisational support.
- Prolonged or unpredictable working hours.
- Poorly managed organisational change.

These risks are commonly described as psychosocial hazards. The International Labour Organization identifies psychosocial risk assessment as part of workplace risk management. The World Health Organization similarly recommends organisational measures to prevent work-related mental-health risks and support people experiencing mental-health conditions.

Work can provide stability, income, purpose and social connection. However, inappropriate working conditions can also contribute to poor mental health. Protecting psychological health therefore requires attention to both the working environment and the support available when difficulties arise.

## The Scale of the Problem {#the-scale-of-the-problem}

Workplace mental health has substantial human and economic consequences. The World Health Organization estimates the annual global impact of depression and anxiety on work: [1]

- 12 billion working days lost worldwide each year to depression and anxiety
- US$1 trillion estimated annual cost in lost productivity

These figures concern the wider effects of depression and anxiety on working populations. They should not be interpreted as losses caused exclusively by workplace conditions. Nevertheless, they demonstrate the scale of the challenge.

For individuals, psychological difficulties may affect:

- Concentration.
- Decision-making.
- Confidence.
- Relationships.
- Ability to work.
- Attendance.
- Recovery following illness or injury.
- Participation in ordinary activities.

For organisations, consequences may include:

- Increased absence.
- Reduced productivity.
- Staff turnover.
- Workplace conflict.
- Difficulties retaining employees.
- Increased demand for occupational support.
- Longer or more complicated returns to work.

The human consequences extend beyond economic measurements. Someone experiencing acute emotional distress may need assistance immediately, regardless of whether the episode ultimately results in absence or a formal diagnosis.

> **[Note]**
> Workplace mental-health arrangements should therefore be evaluated according to the support they provide to people, not solely according to organisational productivity indicators.

## The Limitations of Existing Assessments {#limitations-of-existing-assessments}

Existing occupational-health frameworks already address mental health and psychosocial hazards. For example, the UK Health and Safety Executive provides risk-assessment guidance for work-related stress, while ISO 45003 establishes guidance for managing psychosocial risks within occupational health and safety systems.

These approaches are important. However, an assessment primarily concerned with identifying the causes of occupational stress may not examine every circumstance in which an individual requires immediate assistance.

Similarly, an organisation may evaluate its mental-health provision by listing the services it offers. These might include:

- Employee Assistance Programmes.
- Occupational-health services.
- Mental Health First Aiders.
- Counselling.
- Crisis helplines.
- Employee wellbeing programmes.
- Manager training.

The existence of these resources does not automatically establish that they are accessible in every relevant situation.

Consider a worker experiencing a panic attack. The organisation may provide professional counselling, but that service may require an appointment or telephone call. The worker may need immediate support where the episode occurs.

Alternatively, a worker may be experiencing significant distress but be unwilling or unable to explain their circumstances to another person. Support dependent on asking for help may not be accessed.

WMHSA addresses these practical distinctions by assessing foreseeable situations individually. The objective is not to duplicate existing psychosocial hazard assessments. It is to ensure that the support and response arrangements are also examined.

## The Unidentified Support Gaps {#the-unidentified-support-gaps}

The published WMHSA Support & Response assessment identifies ten situations requiring consideration. Three are particularly important because conventional arrangements may not adequately address them.

1. Unwilling or Unable to Ask for Help
   Problem: A person may need support but be unwilling or unable to contact another individual. Reasons may include embarrassment, fear of judgement, concerns about confidentiality, difficulty communicating or the effects of acute distress.
   Stat: 41% of surveyed US adults said they were often uncomfortable asking others for help [2]
   Control: Private, self-use support can provide an additional route that does not depend on disclosure. Assessment item 4 (imhi.com/en/wmhsa/the-framework/#item-4)
2. Immediate Distress Where It Occurs
   Problem: Acute emotional distress may require assistance at the location and moment it occurs. A person experiencing panic may be unable to wait for a scheduled appointment or locate an available responder.
   Stat: 11.2% 12-month panic-attack prevalence in a US population study [3]
   Control: The relevant assessment question is whether immediate support is accessible when needed. Assessment item 5 (imhi.com/en/wmhsa/the-framework/#item-5)
3. Waiting for Professional Assistance
   Problem: Even when someone is willing to seek professional help, assistance may not be immediately available. Appointments, travel, staffing arrangements and referral processes can introduce delays.
   Control: During this period, a person may benefit from appropriate interim support. Assessment item 8 (imhi.com/en/wmhsa/the-framework/#item-8)

These three situations correspond to items 4, 5 and 8 of the WMHSA Support & Response assessment. The practical controls available for each are set out in Gaps & Controls (imhi.com/en/wmhsa/gaps-and-controls/) .

## The Consequences of Inadequate Controls {#consequences-of-inadequate-controls}

When a foreseeable support need is not adequately controlled, several outcomes are possible:

- A worker may not know where to find assistance.
- A person who fears disclosure may receive no support.
- Someone experiencing acute distress may be unable to access timely stabilisation.
- A worker facing an urgent crisis may encounter delays reaching appropriate professional or emergency services.
- Following a traumatic incident, inadequate arrangements may leave affected employees without suitable follow-up.
- After mental-health-related absence, the lack of a structured return-to-work process may create additional difficulties.

Not every episode of distress will escalate or result in lasting harm. However, appropriate risk management considers what could happen when foreseeable situations arise and whether reasonable measures are available to reduce the risk.

Support should therefore be evaluated according to its actual availability, accessibility and suitability.

## Making Mental Health & Safety Measurable {#making-mental-health-and-safety-measurable}

Organisations often report their mental-health provision through the existence of policies, programmes or services. For example:

- An EAP is available.
- Managers have received training.
- Mental Health First Aiders have been appointed.
- Employees have access to a wellbeing portal.

These statements describe provision. They do not necessarily demonstrate that the relevant situations are adequately controlled.

WMHSA introduces a more specific assessment question. For each foreseeable situation, the assessor considers:

1. What support need may arise?
2. What could happen if the need is not addressed?
3. Which controls are directly relevant?
4. Can the person actually access the control?
5. Is the situation adequately controlled?

The resulting classification identifies whether arrangements are adequate, partial or uncontrolled (imhi.com/en/wmhsa/how-it-works/#assessment-statuses) . This allows an organisation to move from a list of services to an assessment of actual coverage.

> **[Note]**
> The central principle of WMHSA is to assess whether support works in practice, not merely whether a service exists.

### Page sources

1. [source-1] World Health Organization. Mental Health at Work. Updated 2026. · Ref. 3 (imhi.com/en/wmhsa/references/#ref-3)
2. [source-2] American Psychological Association. Public Attitudes Toward Mental Health in the United States. APA, 2025. · Ref. 17 (imhi.com/en/wmhsa/references/#ref-17)
3. [source-3] Kessler RC, Chiu WT, Jin R, Ruscio AM, Shear K, Walters EE. The Epidemiology of Panic Attacks, Panic Disorder, and Agoraphobia in the National Comorbidity Survey Replication. Archives of General Psychiatry. 2006;63(4):415–424. · Ref. 18 (imhi.com/en/wmhsa/references/#ref-18)

Full references (imhi.com/en/wmhsa/references/)


---

## 3. The Framework
*Source: imhi.com/en/wmhsa/the-framework/*


### The Framework

The structure of the Support & Response assessment, its ten foreseeable situations and the criteria used to evaluate controls.

The WMHSA Support & Response assessment provides a structured method for examining ten foreseeable situations involving workplace mental-health difficulty, emotional distress or crisis. The assessment evaluates whether relevant controls are adequate in practice. Its official reference is WMHSA-SRA-03.

## The Support & Response Assessment {#the-support-and-response-assessment}

The published assessment is presented as a single-page document. It records:

- Organisation
- Site or location
- Assessor
- Assessment date

The main table contains ten foreseeable situations. Each row identifies:

1. The foreseeable situation.
2. The potential consequence if uncontrolled.
3. Controls directly applicable.
4. An adequacy test.
5. An assessment status.

The assessment is designed to examine practical support arrangements. It is not a questionnaire intended to diagnose individual employees or obtain their private medical histories.

The ten situations are organised below into four groups for explanation. Their original reference numbers are retained so that readers can identify the corresponding rows in the official document.

Group | Assessment items
--- | ---
Awareness & Professional Support | 1. Identifying Available Mental-Health Support (imhi.com/en/wmhsa/the-framework/#item-1) 2. Accessing Professional Support (imhi.com/en/wmhsa/the-framework/#item-2)
Human & Emergency Response | 3. Immediate Assistance From Another Person (imhi.com/en/wmhsa/the-framework/#item-3) 6. Remote Human Support (imhi.com/en/wmhsa/the-framework/#item-6) 7. Urgent Professional Crisis Intervention (imhi.com/en/wmhsa/the-framework/#item-7)
Private & Immediate Stabilisation | 4. Support Without Asking for Help (imhi.com/en/wmhsa/the-framework/#item-4) 5. Immediate Stabilisation Where Distress Occurs (imhi.com/en/wmhsa/the-framework/#item-5) 8. Support While Waiting for Professional Assistance (imhi.com/en/wmhsa/the-framework/#item-8)
Post-Incident & Continuing Support | 9. Support Following a Traumatic Workplace Incident (imhi.com/en/wmhsa/the-framework/#item-9) 10. Continuing Support and Return to Work (imhi.com/en/wmhsa/the-framework/#item-10)

## Awareness & Professional Support {#awareness-and-professional-support}

### Item 1 Identifying Available Mental-Health Support {#item-1}

Foreseeable situation

A worker needs to identify what mental-health support is available.

Potential consequence

Appropriate assistance may be delayed or never accessed because the worker does not know what services exist or how to contact them.

Controls directly applicable

- Employee induction
- Workplace information
- Benefits information
- Internal communication systems
- Signage
- HR resources

Adequacy test Can workers readily identify available support and how to access it?

An organisation should not assume that publishing information once establishes continuing awareness. Employees should be able to identify appropriate resources when they need them.

### Item 2 Accessing Professional Support {#item-2}

Foreseeable situation

A worker is willing and able to seek professional assessment, counselling or treatment.

Potential consequence

Mental-health difficulty may continue or deteriorate without appropriate professional assistance.

Controls directly applicable

- Employee Assistance Programmes
- Occupational-health services
- Counselling
- Healthcare provision
- Clinical referral arrangements

Adequacy test Can workers confidentially access appropriate professional support?

The assessment should consider actual access conditions, confidentiality, availability and referral pathways. The existence of a professional service does not automatically establish that it is accessible to the intended population.

## Human & Emergency Response {#human-and-emergency-response}

### Item 3 Immediate Assistance From Another Person {#item-3}

Foreseeable situation

A worker wants immediate assistance from another person, and a responder is available.

Potential consequence

Distress may continue or intensify without appropriate assistance.

Controls directly applicable

- Trained managers
- Mental Health First Aiders
- Peer supporters
- Occupational-health professionals
- Other appropriate trained responders

Adequacy test Can workers readily approach an appropriate person who is available and able to respond?

Relevant considerations include responder availability, the individual's willingness to approach them and the suitability of the assistance provided.

### Item 6 Remote Human Support {#item-6}

Foreseeable situation

A worker is willing and able to contact remote human support when on-site assistance is unavailable.

Potential consequence

Distress may continue while local assistance remains unavailable.

Controls directly applicable

- Telephone or video EAP services
- Crisis helplines
- Telehealth
- On-call support
- Other staffed remote services

Adequacy test Can workers promptly contact an appropriate human responder remotely?

An organisation should consider whether remote services are accessible during relevant working periods and whether employees know how to contact them.

### Item 7 Urgent Professional Crisis Intervention {#item-7}

Foreseeable situation

A worker requires urgent professional intervention because of a serious mental-health crisis or risk of harm.

Potential consequence

Serious injury or death.

Controls directly applicable

- Emergency medical services
- Organisational crisis procedures
- Appropriate crisis services
- Applicable national or local emergency routes

Adequacy test Is there a clearly defined and immediately accessible route to professional crisis intervention?

Emergency arrangements should be appropriate to the location and foreseeable risks.

> **[Warning]**
> Self-guided support must not delay urgent professional or emergency intervention.

## Private & Immediate Stabilisation {#private-and-immediate-stabilisation}

### Item 4 · Key Support Gap Support Without Asking for Help {#item-4}

Foreseeable situation

A worker needs support but is unwilling or unable to ask another person for help.

Potential consequence

Support dependent on disclosure or active help-seeking may not be accessed. Distress may therefore continue or escalate.

Controls directly applicable

- Second Aid kits
- Private self-use mental-health support tools

Adequacy test Can workers obtain meaningful support privately, without requiring disclosure or asking another person for help?

This situation concerns accessibility independently of another person's availability or the worker's willingness to disclose their circumstances. An EAP or trained responder may remain valuable but may not fully address this specific requirement.

### Item 5 · Key Support Gap Immediate Stabilisation Where Distress Occurs {#item-5}

Foreseeable situation

A worker experiences acute distress or a panic attack requiring immediate stabilisation where the incident occurs.

Potential consequence

Acute distress may continue or escalate without timely assistance.

Controls directly applicable

- Second Aid kits
- Clearly visible mental-health stabilisation tools
- Immediate self-use stabilisation support without access barriers

Adequacy test Can workers clearly see and access an immediate self-stabilisation tool without registration, disclosure or personal-information requirements?

The location and visibility of support are relevant. A tool that exists but cannot readily be found may not adequately control this situation.

### Item 8 · Key Support Gap Support While Waiting for Professional Assistance {#item-8}

Foreseeable situation

A worker needs immediate support while waiting for professional assistance.

Potential consequence

Distress may continue or intensify before professional support becomes available.

Controls directly applicable

- Second Aid kits
- Immediately accessible self-use mental-health support tools

Adequacy test Can workers access stabilisation support during the period before professional assistance becomes available?

The purpose is to provide an appropriate additional layer of support. It does not replace the professional assistance being sought.

Items 4, 5 and 8 are examined further in Gaps & Controls (imhi.com/en/wmhsa/gaps-and-controls/) .

## Post-Incident & Continuing Support {#post-incident-and-continuing-support}

### Item 9 Support Following a Traumatic Workplace Incident {#item-9}

Foreseeable situation

A worker is psychologically affected following a traumatic or serious workplace incident.

Potential consequence

Acute or delayed psychological harm.

Controls directly applicable

- Incident-response arrangements
- Occupational-health services
- Employee Assistance Programmes
- Trauma-specialist referral
- Structured follow-up

Adequacy test Are appropriate immediate and subsequent support arrangements available following a serious incident?

The assessment should consider both the immediate response and the arrangements for subsequent assistance. Support needs may continue or become apparent after the incident itself.

### Item 10 Continuing Support and Return to Work {#item-10}

Foreseeable situation

A worker requires ongoing support following mental-health-related absence or impairment.

Potential consequence

Relapse, prolonged absence or difficulty returning safely to work.

Controls directly applicable

- Occupational-health assessment
- Return-to-work procedures
- Employee Assistance Programmes
- Workplace adjustments
- Treating healthcare professionals

Adequacy test Is there a structured process for assessment, adjustment and continuing support?

Appropriate arrangements should consider the worker's circumstances, relevant professional advice and any reasonable workplace adjustments. The objective is to support a safe and sustainable return to work where appropriate.

## Understanding the Assessment Criteria {#understanding-the-assessment-criteria}

Each assessment row contains five components.

**Foreseeable Situation**
The situation in which a worker may require support. It identifies the practical need being assessed.

**Potential Consequence**
The harm or difficulty that may arise if suitable support is unavailable. Consequences are possibilities, not predictions that harm will necessarily occur.

**Controls Directly Applicable**
Examples of arrangements that may help address the identified situation. The published controls are not an exhaustive list. An organisation may use different measures where they adequately address the relevant need.

**Adequacy Test**
A practical question used to determine whether the controls provide meaningful coverage. The assessment considers actual access, availability and effectiveness rather than the mere existence of a service.

### Assessment Status {#assessment-status}

Each situation receives one of three classifications:

- A: Adequately Controlled — Suitable arrangements are in place and provide appropriate practical coverage.
- P: Partially Controlled — Some support exists, but relevant limitations or gaps remain.
- U: Uncontrolled — The situation is not adequately addressed by the existing arrangements.

The assessment should be completed according to the circumstances of the organisation and the evidence available.

> **[Note]**
> A single positive finding does not establish that all ten situations are adequately controlled.


---

## 4. How It Works
*Source: imhi.com/en/wmhsa/how-it-works/*


### How It Works

How to prepare an assessment, examine existing arrangements, interpret findings and identify corrective actions.

The WMHSA assessment is intended to help organisations evaluate the practical availability of mental-health support and response. The process involves identifying relevant arrangements, testing their adequacy, recording findings and addressing gaps.

## Preparing an Assessment {#preparing-an-assessment}

Before conducting an assessment, the organisation should establish its scope. Relevant information includes:

- Organisation name.
- Site or location.
- Assessment date.
- Person conducting the assessment.
- Workers or other relevant populations covered.
- Existing support arrangements.
- Applicable working patterns.
- Relevant emergency procedures.

A multi-site organisation may need to consider differences between locations. For example, support available at a staffed headquarters may not be accessible to employees working remotely, alone or outside normal office hours.

Assessors should obtain information from people responsible for the relevant arrangements. These may include health and safety personnel, HR, occupational health, managers and service providers. Worker consultation may also help identify practical barriers that are not apparent from organisational policies.

The objective is to understand the arrangements as they actually operate.

## PDF Assessment {#pdf-assessment}

The official Support & Response assessment is available as a downloadable PDF. The document provides ten assessment rows with three possible statuses for each.

The assessor should:

1. Identify the organisation and location.
2. Record the assessor and date.
3. Review each foreseeable situation.
4. Examine the controls currently available.
5. Apply the adequacy test.
6. Record A, P or U.
7. Identify findings requiring further action.

The published form is intentionally concise. Where supporting evidence, corrective actions or review decisions require additional space, organisations should maintain an accompanying record.

The document is intended for use alongside broader assessments required by applicable law.

## Online Quick Assessment {#online-quick-assessment}

WMHSA also provides an online assessment. The online resource offers another way to review relevant support and response arrangements. It may be useful for an initial evaluation or for identifying areas requiring more detailed examination.

Organisations should ensure that their conclusions reflect actual conditions. A quick assessment does not automatically replace consultation, verification of controls or the documentation required by applicable risk-management procedures.

The published Support & Response assessment remains the reference for the ten foreseeable situations.

## Evaluating Existing Controls {#evaluating-existing-controls}

The most important distinction in the WMHSA assessment is between a service existing and a situation being adequately controlled.

Consider an organisation that provides a confidential EAP. The EAP may be suitable for professional counselling. However, its existence does not automatically establish that a worker can obtain immediate, private self-stabilisation during a panic attack.

Each control should therefore be evaluated against the situation it is intended to address. Useful questions include:

**Availability**
Is the control available when the need may arise?

**Accessibility**
Can the person reach or use the control without unnecessary barriers?

**Confidentiality**
Can relevant support be accessed privately where confidentiality is important?

**Response Time**
Can assistance be obtained quickly enough for the foreseeable situation?

**Suitability**
Does the control actually provide the type of assistance required?

**Coverage**
Does the arrangement cover relevant sites, shifts and working patterns?

**Reliability**
Can the organisation reasonably expect the control to function when required?

Evidence may include operational procedures, service availability information, functioning contact routes and practical access checks.

> **[Note]**
> The purpose is to assess the control's relevance and effectiveness, not merely its presence on an organisational checklist.

## Assessment Statuses {#assessment-statuses}

WMHSA uses three published classifications.

- A: Adequately Controlled — The relevant support need is adequately addressed in practice. For example, employees may have a clearly communicated and functioning route to appropriate professional support.
- P: Partially Controlled — Some relevant arrangements exist, but important limitations remain. For example, a trained responder may be available during daytime hours but not during overnight shifts.
- U: Uncontrolled — The situation has no adequate applicable control. For example, a workplace may have no accessible route to urgent professional crisis assistance.

These examples illustrate possible classifications. Final decisions should reflect the specific facts and risks of the organisation.

> **[Warning]**
> An assessor should not classify a situation as adequate solely because a relevant service has been purchased.

## Interpreting the Results {#interpreting-the-results}

The completed assessment identifies areas where existing arrangements provide adequate coverage and areas requiring attention.

**A Adequately Controlled**
Maintain the arrangements and verify that they continue to operate effectively.

**P Partially Controlled**
Identify the limitations preventing full coverage. Consider whether controls need to be extended, improved or supplemented.

**U Uncontrolled**
Determine which relevant measures are required to address the foreseeable need. Assign appropriate responsibility and establish a process for implementation and review.

Assessment findings should not be interpreted as a complete legal-compliance score. Their purpose is to inform practical decisions concerning mental-health support and response.

The seriousness of a finding also depends on the potential consequence and circumstances. For example, inadequate access to emergency intervention may require more urgent corrective action than a minor weakness in routine support communications.

## Worked Assessment Example {#worked-assessment-example}

The following is an illustrative example, not an assessment of a real organisation.

Illustrative Example

**Organisation**
A manufacturing facility operating both day and night shifts.

**Assessment item**
Item 5: Immediate Stabilisation Where Distress Occurs (imhi.com/en/wmhsa/the-framework/#item-5)

1. Initial Finding — U Uncontrolled The organisation provides an EAP and has trained Mental Health First Aiders during daytime hours. However, no clearly visible self-stabilisation resource is available to workers experiencing acute distress. Night-shift employees may not have immediate access to a trained responder.
2. Supporting Evidence
   - EAP information is available on the company intranet.
   - Mental Health First Aiders operate primarily during daytime hours.
   - No self-use stabilisation tool is visibly available in the assessed work areas.
   - Employees must contact another person to access the existing support arrangements.

3. Identified Gap — Immediate private stabilisation is not accessible at the point of need. The existing services do not adequately address the specific situation assessed in item 5.
4. Corrective Action — The organisation decides to introduce an appropriate immediate self-use stabilisation resource. Actions include: Second Aid is one possible control identified by the WMHSA assessment.
   1. Select and verify a suitable support tool.
   2. Provide clear, visible access across relevant working areas.
   3. Ensure the resource does not require unnecessary disclosure or registration.
   4. Test practical access during both day and night shifts.
   5. Inform workers where the resource can be found.
   6. Maintain separate professional and emergency-response pathways.

5. Responsible Owner — Health & Safety Manager.
6. Verification — Following implementation, the organisation checks that the resource is visible, accessible and functioning throughout the relevant site. The assessor also considers whether any barriers remain.
7. Reassessment — A Adequately Controlled Provided the evidence demonstrates that suitable arrangements now adequately address the foreseeable situation. If significant coverage limitations remain, the correct status may instead be P.

This example demonstrates how an assessment finding can lead to a specific action and subsequent verification.

> **[Note]**
> The status should reflect the result, not merely the fact that a new product or service has been introduced.


---

## 5. Gaps & Controls
*Source: imhi.com/en/wmhsa/gaps-and-controls/*


### Gaps & Controls

The three important immediate-support gaps, the practical controls available and the role of Second Aid alongside existing services.

Workplace mental-health support commonly involves several complementary services. Different controls address different needs. WMHSA examines whether the complete arrangement provides adequate coverage across foreseeable situations, with particular emphasis on three immediate-support gaps.

## Evaluating Existing Support Arrangements {#evaluating-existing-support-arrangements}

Organisations may already provide a range of mental-health resources. These should be evaluated according to their intended role and practical accessibility.

**Employee Assistance Programmes**
EAPs commonly provide access to confidential counselling, advice or other support. They can be valuable where a worker is willing and able to contact the service.

An assessment should consider whether the EAP is appropriate for the support need, whether employees know how to access it and whether assistance is available when required.

An EAP does not automatically establish that immediate self-stabilisation is available during an acute episode.

**Mental Health First Aiders**
Trained personnel can provide initial human support, recognise difficulties and direct individuals towards further assistance. The adequacy of these arrangements depends partly on responder availability and accessibility.

A person who is unwilling or unable to disclose distress may not approach a responder.

**Occupational Health**
Occupational-health professionals can assess work-related health concerns and advise on adjustments, support and return-to-work arrangements.

These services are important but may not provide immediate assistance during every episode of distress.

**Managers and Peer Supporters**
Appropriately trained managers and peers can provide accessible human assistance.

However, their availability, competence and relationship with the worker should be considered.

**Crisis and Emergency Services**
Crisis helplines and emergency services provide important support in appropriate circumstances.

They serve different functions from routine counselling or self-guided stabilisation.

**Private Self-Use Support**
Self-administered tools provide an additional option for people who need assistance without approaching another person.

They can also be relevant when immediate human assistance is unavailable.

> **[Note]**
> The central assessment question is whether each foreseeable situation has a suitable control.

## Gap 1 · Item 4 Unwilling or Unable to Ask for Help {#gap-1}

Not everyone experiencing emotional distress will ask another person for assistance.

Some people may be reluctant to disclose their circumstances because of embarrassment, fear of judgement, concerns about confidentiality or personal preference. Others may find communication difficult during acute distress.

A service that depends entirely on asking for help may therefore remain unused by people who need it.

The American Psychological Association's 2025 public-attitudes research found that 41% of surveyed US adults reported being often uncomfortable asking others for help. [1] This is not a direct estimate of the proportion of workers unwilling to seek mental-health assistance. However, it supports the need to consider barriers to help-seeking.

The Assessment Question

Can a worker obtain meaningful support privately, without requiring disclosure or asking another person for help?

Relevant Controls

- Private self-use mental-health support tools.
- Second Aid kits.
- Other suitable arrangements that do not depend on personal disclosure.

The purpose is to add an accessible route for people who would otherwise receive no assistance. This does not diminish the importance of professional or human support. It addresses a different circumstance.

## Gap 2 · Item 5 Immediate Distress Where It Occurs {#gap-2}

Acute distress may develop suddenly. A worker experiencing a panic attack, intense anxiety or overwhelming emotions may need assistance immediately.

An appointment-based service may not be accessible at that moment. A trained responder may also be unavailable or difficult to reach.

The published WMHSA assessment therefore examines whether an immediate self-stabilisation option is clearly visible and accessible where distress occurs.

A study by Kessler and colleagues reported that 11.2% of respondents in a US population survey experienced a panic attack during a 12-month period. [2] This figure is not specific to workers or workplace incidents. It nevertheless illustrates that panic attacks are not exceptionally rare experiences.

The Assessment Question

Can workers clearly see and access an immediate stabilisation tool without unnecessary access barriers?

Relevant Controls

- Clearly visible self-stabilisation resources.
- Immediately accessible self-use support.
- Second Aid kits.
- Other suitable arrangements providing timely support.

Accessibility involves more than making a digital resource technically available. Workers should be able to find and use it without unnecessary registration, permission requests or disclosure.

## Gap 3 · Item 8 Waiting for Professional Assistance {#gap-3}

Professional care may be necessary, but it is not always immediately available. A person may need to:

- Arrange an appointment.
- Wait for a clinician.
- Contact a remote service.
- Travel to a healthcare facility.
- Wait for an emergency responder.
- Obtain a referral.

During this period, emotional distress may continue. Where appropriate, immediate self-guided stabilisation can provide an additional form of support before professional assistance becomes available.

The Assessment Question

Can workers obtain suitable stabilisation support while awaiting professional assistance?

Relevant Controls

- Immediate self-use stabilisation tools.
- Second Aid kits.
- Other appropriate interim support arrangements.

Interim support does not replace the professional assistance being sought.

> **[Warning]**
> Interim support should not delay emergency services or necessary clinical intervention.

## Second Aid as a Practical Control {#second-aid-as-a-practical-control}

In April 2026, Second Aid (imhi.com/en/secondaid/) was introduced as a model of immediate self-administered mental-health stabilisation. It follows the familiar distinction between First Aid for physical health and Second Aid for mental health.

Second Aid is accessed through a QR code or directly through its website. It provides interactive, self-guided exercises intended to help users manage certain forms of emotional distress. No account or personal information is required to access the stabilisation exercises.

The physical deployment model involves placing Second Aid signage in accessible locations, preferably alongside existing First Aid infrastructure.

Its relevance to WMHSA concerns three assessment items:

**Item 4 (imhi.com/en/wmhsa/the-framework/#item-4)**
Providing private support without requiring an individual to ask another person for help.

**Item 5 (imhi.com/en/wmhsa/the-framework/#item-5)**
Making immediate stabilisation support accessible where distress occurs.

**Item 8 (imhi.com/en/wmhsa/the-framework/#item-8)**
Providing self-use stabilisation during the period before professional assistance becomes available.

Second Aid is identified in the published WMHSA assessment as an applicable control for these situations. Its suitability should still be considered in the context of the organisation, its population and the relevant risks.

> **[Note]**
> An assessment should not assume that merely obtaining a licence or displaying a QR code establishes adequate control. Practical accessibility and effectiveness must still be examined.

Further information: https://secondaid.com

## Combining Complementary Controls {#combining-complementary-controls}

Mental-health support should not depend on a single measure addressing every possible situation. Different controls serve different functions.

Control | Principal Function
--- | ---
Psychosocial risk assessment | Identify and address causes of work-related psychological harm.
EAP | Provide access to professional counselling and related support.
Mental Health First Aiders | Offer initial assistance from trained people.
Occupational Health | Support health assessment, adjustments and return to work.
Crisis Helplines | Provide human support during relevant crises or distress.
Emergency Services | Respond to immediate threats to life or safety.
Second Aid | Provide immediate, private self-use stabilisation support.

These arrangements are complementary rather than interchangeable.

For example, introducing a private stabilisation tool does not remove the need to address bullying, excessive workloads or other workplace hazards. Likewise, providing professional counselling does not automatically eliminate the need for immediately accessible support.

> **[Note]**
> The objective is a coordinated support system in which foreseeable situations are addressed by suitable measures.

### Page sources

1. [source-1] American Psychological Association. Public Attitudes Toward Mental Health in the United States. APA, 2025. · Ref. 17 (imhi.com/en/wmhsa/references/#ref-17)
2. [source-2] Kessler RC, Chiu WT, Jin R, Ruscio AM, Shear K, Walters EE. The Epidemiology of Panic Attacks, Panic Disorder, and Agoraphobia in the National Comorbidity Survey Replication. Archives of General Psychiatry. 2006;63(4):415–424. · Ref. 18 (imhi.com/en/wmhsa/references/#ref-18)

Full references (imhi.com/en/wmhsa/references/)


---

## 6. Law & Compliance
*Source: imhi.com/en/wmhsa/law-and-compliance/*


### Law & Compliance

Employer responsibilities, relevant legislation, feasible controls, organisational liability and the importance of documented risk assessment.

Workplace health and safety legislation establishes duties to assess relevant risks and implement appropriate protective measures. Psychological health can form part of these responsibilities. The precise legal requirements vary between jurisdictions, and the availability of a particular support tool does not independently determine whether an organisation has satisfied every legal condition. WMHSA provides a practical assessment resource to assist organisations in examining relevant support arrangements.

## Employer Health & Safety Responsibilities {#employer-responsibilities}

Occupational health and safety management generally involves:

1. Identifying foreseeable hazards.
2. Evaluating the risks they create.
3. Identifying appropriate control measures.
4. Implementing suitable controls.
5. Monitoring their effectiveness.
6. Reviewing arrangements when circumstances change.

These principles apply to relevant psychological risks as well as physical hazards. Appropriate controls may include prevention, organisational changes, training, professional support, emergency procedures and other practical measures.

A key consideration is whether the controls adequately address the relevant risk. An organisation cannot necessarily establish adequate protection merely by showing that a policy exists. Its arrangements must be appropriate to the circumstances.

WMHSA is designed to help organisations examine one part of this responsibility: the practical availability of mental-health support and response.

## United Kingdom {#united-kingdom}

The United Kingdom has established legislation covering workplace health and safety.

### Health and Safety at Work etc. Act 1974

Section 2(1) establishes a general employer duty to protect employees' health, safety and welfare at work, so far as reasonably practicable. This duty is not limited to visible physical injuries. Relevant work-related psychological risks must also be considered.

Section 3 addresses duties concerning people who are not employees but may be affected by an organisation's undertaking. Its application depends on the relevant circumstances.

### Management of Health and Safety at Work Regulations 1999

Regulation 3 requires employers to assess relevant health and safety risks for the purpose of identifying necessary preventive and protective measures. Assessments must be reviewed when there is reason to suspect they are no longer valid or when significant changes occur.

### Work-Related Stress

The Health and Safety Executive confirms that employers have a legal duty to assess and act on risks from work-related stress. The HSE's Management Standards address six important areas:

- Demands
- Control
- Support
- Relationships
- Role
- Change

These standards help organisations identify and manage causes of work-related stress.

### Reasonably Practicable Controls

The legal concept of reasonable practicability involves weighing the level of risk against the measures required to control it, including the time, trouble and cost involved. It does not mean that every theoretically possible precaution must automatically be implemented.

However, the availability of practical and effective controls can be relevant to determining what an organisation is reasonably expected to do. A control that becomes easier or less expensive to implement may affect that assessment.

### Relationship to WMHSA

WMHSA can help identify gaps in the support arrangements considered within an organisation's broader health and safety management. It does not replace the legally required assessment of work-related hazards or the selection of suitable preventive measures.

Official sources:

- Health and Safety at Work etc. Act 1974, Section 2 (https://www.legislation.gov.uk/ukpga/1974/37/section/2) · legislation.gov.uk
- Management of Health and Safety at Work Regulations 1999, Regulation 3 (https://www.legislation.gov.uk/uksi/1999/3242/regulation/3) · legislation.gov.uk
- Work-Related Stress: Risk Assessment (https://www.hse.gov.uk/stress/risk-assessment.htm) · hse.gov.uk

## United States {#united-states}

Workplace health and safety in the United States is governed by federal and state requirements. The federal Occupational Safety and Health Act of 1970 establishes important employer responsibilities.

### OSHA General Duty Clause

Section 5(a)(1), commonly known as the General Duty Clause, concerns recognised workplace hazards causing or likely to cause death or serious physical harm.

For a General Duty Clause violation, relevant requirements include the recognition and seriousness of the hazard and the existence of feasible and effective means of abatement.

The clause does not create an unrestricted obligation to eliminate every form of workplace stress or psychological discomfort. Its application depends on the facts and the legal requirements governing the particular hazard.

### Workplace Stress

OSHA separately publishes information and guidance concerning workplace stress and mental health. The guidance recognises that workplace stress can affect workers and organisational functioning.

Employers should consider relevant hazards and appropriate measures within the occupational-safety framework applicable to their operations.

### Feasible Means of Abatement

OSHA's enforcement guidance recognises the importance of feasible and effective measures for addressing qualifying hazards. The availability of a particular measure may be relevant when considering the means by which a recognised serious hazard can be controlled.

However, the General Duty Clause does not ordinarily require the purchase of a particular named commercial product. The legal question concerns compliance with the applicable duty and whether the hazard is adequately addressed.

### Relationship to WMHSA

WMHSA can assist organisations in examining whether relevant support and response arrangements exist. Its findings may inform broader risk-management decisions.

The assessment does not establish, by itself, that an OSHA violation has occurred or that a specific legal remedy is required.

Official sources:

- Occupational Safety and Health Act of 1970 (https://www.osha.gov/laws-regs/oshact/completeoshact) · osha.gov
- Field Operations Manual, Chapter 4 (https://www.osha.gov/fom/chapter-4) · osha.gov
- Workplace Stress: Understanding the Problem (https://www.osha.gov/workplace-stress/understanding-the-problem) · osha.gov

## International Frameworks {#international-frameworks}

Workplace psychological health and safety is addressed through a range of international frameworks and national laws.

**International Labour Organization**
The ILO's Occupational Safety and Health Convention, 1981 (No. 155), establishes an international framework for occupational safety and health.

The ILO also recognises psychosocial hazards and the importance of incorporating them into workplace risk management.

**ISO 45003**
ISO 45003:2021 provides guidance for managing psychosocial risks within an occupational health and safety management system based on ISO 45001. It addresses the management of risks associated with work organisation, social factors and the working environment.

ISO 45003 is guidance rather than a universal legal requirement. Its status within an organisation or jurisdiction depends on the relevant arrangements and laws.

**World Health Organization**
The WHO's Guidelines on Mental Health at Work provide recommendations covering organisational interventions, manager and worker training, individual support and return-to-work arrangements.

**National Requirements**
Individual countries may establish additional duties through occupational health and safety law, employment legislation, healthcare regulation or other applicable frameworks.

Organisations operating internationally should evaluate the requirements relevant to each location.

WMHSA can serve as a practical supplementary resource, but it does not replace jurisdiction-specific compliance assessment.

## Feasible Controls & Changing Expectations {#feasible-controls}

Risk management must account for the controls that are reasonably available. New technologies, improved infrastructure and changes in cost can affect what organisations are able to implement.

A support gap that was previously difficult to address may become more manageable when a practical solution becomes available.

For example, an organisation may previously have relied entirely on trained personnel and professional services to provide mental-health assistance. The availability of private self-use stabilisation tools adds another potential measure for situations where a person cannot or does not wish to ask for help.

> **[Note]**
> The introduction of Second Aid in April 2026 is relevant to the three support gaps highlighted in WMHSA items 4, 5 and 8 (imhi.com/en/wmhsa/gaps-and-controls/) . Because Second Aid is accessed through a printed QR code and web application, it can be deployed without dedicated physical equipment or requiring staff to administer its exercises. This may make it a practical control in suitable settings.

However, the existence of a feasible option is one element of risk management. An organisation must still consider:

- The foreseeable risk.
- The potential consequences.
- The effectiveness of existing controls.
- The suitability of the proposed measure.
- Applicable legal duties.
- Practical implementation and accessibility.
- Other feasible and effective alternatives.

Where a legal duty requires a risk to be controlled, the availability of a practical solution may strengthen the case for implementing an effective measure.

The assessment should focus on achieving adequate protection.

## Organisational Liability {#organisational-liability}

Failure to assess or adequately control relevant workplace risks can create legal consequences. Depending on the jurisdiction and circumstances, these may include:

- Regulatory investigation.
- Enforcement notices.
- Penalties.
- Civil claims.
- Compensation liability.
- Other legal or organisational consequences.

The existence of liability depends on the applicable law and relevant facts. Important considerations may include whether the risk was foreseeable, what duties applied, whether suitable precautions were available and whether the failure contributed to the harm alleged.

WMHSA can assist organisations in identifying support arrangements that require examination. Its findings may also form part of the organisation's documentation of risk-management decisions.

However, an A, P or U classification is not itself a legal determination. The assessment should be treated as a practical resource rather than a substitute for qualified legal advice.

> **[Warning]**
> Organisations that fail to address health and safety risks they are legally required to control may face enforcement action or liability for resulting harm.

## Documenting Compliance {#documenting-compliance}

Documentation helps demonstrate what an organisation has assessed and how it responded to the findings. Useful records may include:

- Assessment date and scope.
- Person responsible.
- Existing controls.
- Evidence supporting each classification.
- Identified limitations.
- Corrective actions.
- Responsible owners.
- Implementation dates.
- Verification of completed actions.
- Reassessment findings.

Documentation should be proportionate to the risks and organisational requirements.

Sensitive personal information should not be collected unnecessarily. For example, an assessment can record that workers lack access to an appropriate crisis procedure without documenting the private circumstances of individual employees.

Where applicable, organisations should incorporate WMHSA findings into the risk-assessment records and procedures already required by law.

Completing WMHSA does not guarantee legal compliance. It provides structured evidence relevant to one part of workplace mental-health support and response.


---

## 7. Implementation
*Source: imhi.com/en/wmhsa/implementation/*


### Implementation

How organisations can address identified gaps, integrate findings into existing safety systems and maintain appropriate arrangements.

The value of an assessment lies in what happens after the findings are recorded. Organisations should use WMHSA results to identify improvements, assign responsibility and verify that suitable support arrangements are available.

## Addressing Identified Gaps {#addressing-identified-gaps}

The first step is to examine situations classified as Partially Controlled or Uncontrolled. Each finding should be considered according to:

- The foreseeable situation.
- The potential consequence.
- Existing controls.
- The reason those controls are insufficient.
- Appropriate corrective measures.
- The urgency of action.

A practical corrective-action record can contain:

Field | Purpose
--- | ---
Assessment reference | Identify the relevant WMHSA item.
Current status | Record A, P or U.
Identified gap | Explain what remains uncontrolled.
Corrective action | Describe the intended improvement.
Responsible owner | Identify who will oversee implementation.
Target date | Establish when the action should be completed.
Verification | Record how the improvement will be checked.
Revised status | Document the reassessment outcome.

Actions should address the underlying limitation. For example, if an EAP is unavailable to night-shift workers, the corrective measure must address that access problem.

> **[Note]**
> Simply repeating the existence of the EAP does not resolve the finding.

## Responsibilities & Accountability {#responsibilities-and-accountability}

Effective implementation requires clear organisational responsibility.

**Senior Management**
Provide appropriate oversight, resources and accountability for relevant health and safety arrangements.

**Health & Safety Personnel**
Coordinate risk assessment, evaluate relevant controls and monitor corrective actions.

**Human Resources**
Support communication, professional-service access and relevant employee-support procedures.

**Occupational Health**
Provide specialist input concerning professional support, workplace adjustments and continuing care.

**Line Managers**
Help maintain awareness of available support and ensure that relevant organisational procedures are followed.

**Designated Assessment Owner**
Maintain the assessment record, coordinate identified actions and arrange appropriate reassessment.

The specific allocation of responsibilities will depend on the organisation's size, structure and legal requirements.

## Integrating With Existing Systems {#integrating-with-existing-systems}

WMHSA should complement the organisation's existing risk-management arrangements. Relevant systems may include:

- Occupational health and safety management.
- Psychosocial hazard assessment.
- Workplace stress management.
- Employee-support policies.
- EAP provision.
- Emergency-response planning.
- Incident investigation and follow-up.
- Return-to-work procedures.
- Worker consultation.

Integration helps avoid treating mental-health support as an isolated programme.

For example, an incident-response procedure should identify how affected workers can access immediate assistance and appropriate follow-up. A broader psychosocial risk assessment should continue addressing preventable causes of workplace psychological harm.

WMHSA can help connect those arrangements by examining the availability of support across different foreseeable situations.

## Different Organisational Environments {#different-organisational-environments}

Support needs and practical controls can differ considerably between environments.

- Corporate Workplaces — Office-based organisations may need to consider private access, hybrid working, remote employees, professional support arrangements and communication.
- Manufacturing and Industrial Environments — Relevant considerations may include shift work, large facilities, restricted areas, worker visibility of resources and availability of responders outside normal office hours.
- Educational Institutions — Schools, colleges and universities may need to consider employees, students and other relevant populations. The support and safeguarding obligations applicable to each group may differ.
- Healthcare — Hospitals and healthcare facilities may involve stressful work, exposure to traumatic incidents and complex staffing patterns. Assessment of staff arrangements should be distinguished from any separate obligations concerning patients.
- Government and Public Institutions — Public organisations may need to consider multiple sites, public-facing staff and people affected by the organisation's activities.
- Remote and Mobile Work — Workers who are isolated, travelling or operating away from a fixed site may require different methods of accessing relevant support.

The same assessment principle applies across these settings:

> **[Note]**
> Can the intended population access appropriate support in the circumstances where it may be needed?

## Recording & Monitoring Improvements {#recording-and-monitoring-improvements}

After implementing a control, the organisation should verify that it functions as intended. Useful checks may include:

- Are support contacts current?
- Are trained responders available as expected?
- Are employees aware of the available arrangements?
- Can services be accessed confidentially?
- Are emergency procedures clear?
- Are self-use resources visible and functional?
- Are relevant shifts and locations covered?
- Are support arrangements maintained following organisational changes?

Monitoring should respect employee privacy. It is usually unnecessary to identify which individual employees used a mental-health resource in order to confirm that the resource is accessible.

Where aggregate information is available, it should be interpreted carefully and used only for appropriate purposes. For example, the number of accesses to a support resource does not establish the mental-health condition of individual employees or prove that all relevant risks are adequately controlled.

The focus should remain on the accessibility and effectiveness of the arrangements.

## Reassessment & Continuous Improvement {#reassessment-and-continuous-improvement}

Risk assessments should remain relevant as conditions change. WMHSA findings may need to be revisited following:

- A serious incident.
- Organisational restructuring.
- New working arrangements.
- Changes to support providers.
- Introduction of new technology.
- Relocation or expansion.
- Changes to staffing patterns.
- Identification of previously overlooked gaps.
- New evidence about relevant controls.
- Changes in applicable requirements.

The appropriate frequency of review depends on the organisation's risks and legal responsibilities. A fixed review interval should not replace reassessment when significant circumstances change.

When an improvement has been introduced, the organisation should determine whether the original gap has actually been addressed. A control should not be classified as adequate solely because implementation has been completed. It must provide appropriate practical coverage.

> **[Note]**
> Continuous improvement means maintaining a system in which foreseeable situations are identified, addressed and periodically reconsidered.


---

## 8. FAQs
*Source: imhi.com/en/wmhsa/faqs/*


### FAQs

Answers to common questions concerning WMHSA and its Support & Response assessment.

## General Questions {#general-questions}

### What is WMHSA? {#what-is-wmhsa}

**Answer:** WMHSA stands for Workplace Mental Health & Safety Assessments. It is an initiative of the International Mental Health Infrastructures (IMHI) Group that provides practical resources for evaluating mental-health support and response arrangements.

### Who should use WMHSA? {#who-should-use-wmhsa}

**Answer:** WMHSA is intended for employers, risk assessors, health and safety professionals, HR departments, occupational-health teams and other individuals responsible for organisational support and safety.

### Is WMHSA free? {#is-wmhsa-free}

**Answer:** The published Support & Response assessment is publicly accessible through the WMHSA website.

### Is WMHSA suitable outside conventional workplaces? {#is-wmhsa-suitable-outside-conventional-workplaces}

**Answer:** The assessment principles may be relevant to educational institutions, healthcare facilities and other organisations. However, the published document focuses on workers. Additional assessment or safeguarding requirements may apply to students, patients, visitors or other populations.

### Who created WMHSA? {#who-created-wmhsa}

**Answer:** WMHSA is an initiative of the International Mental Health Infrastructures (IMHI) Group.

## Assessment Questions {#assessment-questions}

### What does the Support & Response assessment cover? {#what-does-the-support-and-response-assessment-cover}

**Answer:** It examines ten foreseeable situations involving access to mental-health support, immediate assistance, crisis intervention, post-incident support and continuing care.

### How many questions are included? {#how-many-questions-are-included}

**Answer:** The published assessment contains ten assessment items. Each item includes an adequacy test and a status classification.

### What do A, P and U mean? {#what-do-a-p-and-u-mean}

- A: Adequately Controlled.
- P: Partially Controlled.
- U: Uncontrolled.

**Answer:** These classifications describe the adequacy of controls for each foreseeable situation.

### Who should conduct the assessment? {#who-should-conduct-the-assessment}

**Answer:** The assessment should be conducted by someone with sufficient knowledge of the organisation's activities, relevant risks and support arrangements. Health and safety personnel or competent assessors may be appropriate, with input from HR, occupational health and other relevant parties.

### How long does an assessment take? {#how-long-does-an-assessment-take}

**Answer:** The time required depends on the organisation, available information and complexity of the arrangements. Reviewing ten questions may be relatively quick. Verifying the actual adequacy of controls may require additional investigation, consultation and evidence.

### How often should the assessment be repeated? {#how-often-should-the-assessment-be-repeated}

**Answer:** The appropriate interval depends on the organisation's risks and applicable requirements. Reassessment should also occur when significant changes or new information indicate that existing findings may no longer be valid.

### Can the assessment be completed online? {#can-the-assessment-be-completed-online}

**Answer:** Yes. WMHSA provides an online quick assessment at: https://wmhsa.org/assess/

### Does an adequate rating guarantee that no harm will occur? {#does-an-adequate-rating-guarantee-that-no-harm-will-occur}

**Answer:** No. Risk controls reduce or manage relevant risks; they do not guarantee that every adverse event will be prevented. An adequate rating must reflect the practical suitability of the arrangements at the time of assessment.

## Support & Controls {#support-and-controls}

### Is an Employee Assistance Programme sufficient? {#is-an-employee-assistance-programme-sufficient}

**Answer:** An EAP may adequately address some situations, particularly access to professional counselling and support. However, it does not automatically address every foreseeable need. For example, it may not provide immediate private self-stabilisation to someone unwilling or unable to contact another person.

### What about Mental Health First Aiders? {#what-about-mental-health-first-aiders}

**Answer:** Mental Health First Aiders can provide valuable initial human assistance. Their suitability depends on availability, accessibility and the circumstances involved. They may not fully address situations where a person cannot or does not wish to ask another person for help.

### What are the three gaps highlighted by WMHSA? {#what-are-the-three-gaps-highlighted-by-wmhsa}

**Answer:** The three gaps concern:

1. People unwilling or unable to ask another person for help.
2. Immediate stabilisation during acute distress where it occurs.
3. Support while waiting for professional assistance.

These correspond to assessment items 4 (imhi.com/en/wmhsa/the-framework/#item-4), 5 (imhi.com/en/wmhsa/the-framework/#item-5) and 8 (imhi.com/en/wmhsa/the-framework/#item-8) .

### Why are these gaps important? {#why-are-these-gaps-important}

**Answer:** They concern situations in which conventional support arrangements may be unavailable or inaccessible at the point of need. Assessing them separately helps determine whether additional controls are necessary.

### Can different controls address the same gap? {#can-different-controls-address-the-same-gap}

**Answer:** Yes. The relevant question is whether a suitable and effective arrangement adequately addresses the foreseeable situation. The assessment identifies examples of applicable controls but does not establish that every organisation must use an identical solution.

### What role does Second Aid play? {#what-role-does-second-aid-play}

**Answer:** Second Aid (imhi.com/en/secondaid/) provides immediate, private self-guided emotional stabilisation through a digital support system. It is identified in the WMHSA assessment as a relevant control for items 4, 5 and 8.

### Does Second Aid replace professional support? {#does-second-aid-replace-professional-support}

**Answer:** No. Second Aid provides an additional self-use support option. Professional counselling, occupational health, trained responders, crisis services and emergency assistance retain their distinct roles.

### Does installing Second Aid automatically make an assessment adequate? {#does-installing-second-aid-automatically-make-an-assessment-adequate}

**Answer:** No. The organisation must still establish that the control is suitable, accessible and adequately addresses the relevant situation.

## Law & Compliance {#law-and-compliance}

### Are workplace mental-health risk assessments legally required? {#are-workplace-mental-health-risk-assessments-legally-required}

**Answer:** Requirements depend on the jurisdiction. In the United Kingdom, employers have established duties to assess and address work-related stress risks. Other jurisdictions apply their own occupational health and safety frameworks.

### Does completing WMHSA establish legal compliance? {#does-completing-wmhsa-establish-legal-compliance}

**Answer:** No. WMHSA is a practical assessment resource. Compliance depends on the organisation's applicable legal duties and actual arrangements.

### Does the availability of a new control change employer responsibilities? {#does-the-availability-of-a-new-control-change-employer-responsibilities}

**Answer:** The availability of practical and effective controls can be relevant to determining appropriate risk-management measures. Whether a particular control is legally required depends on the applicable law, risk and circumstances.

### Does the law specifically require Second Aid? {#does-the-law-specifically-require-second-aid}

**Answer:** The general laws discussed in this documentation do not name Second Aid as a universally mandatory product. They establish duties concerning health and safety risks and appropriate controls. Where a relevant risk requires control, organisations must consider suitable and effective measures under the applicable legal framework.

### Can employers face legal action for inadequate mental-health safety arrangements? {#can-employers-face-legal-action}

**Answer:** Potentially. Failure to meet applicable health and safety obligations may lead to enforcement action or civil liability, depending on the jurisdiction and circumstances.

### Is WMHSA recognised as a regulatory certification? {#is-wmhsa-recognised-as-a-regulatory-certification}

**Answer:** No. The published Support & Response assessment is not presented as an official regulatory certification scheme.

## Scope & Limitations {#scope-and-limitations}

### Does WMHSA replace existing risk assessments? {#does-wmhsa-replace-existing-risk-assessments}

**Answer:** No. Its Support & Response assessment is intended to complement broader psychosocial hazard, occupational safety, emergency-response and other assessments required by applicable law.

### Does WMHSA provide clinical advice? {#does-wmhsa-provide-clinical-advice}

**Answer:** No. The assessment concerns organisational support and response arrangements. It does not diagnose conditions or prescribe treatment for individuals.

### Does WMHSA assess the causes of workplace stress? {#does-wmhsa-assess-the-causes-of-workplace-stress}

**Answer:** The current published assessment focuses primarily on support and response. Underlying psychosocial hazards, including harmful work organisation and conditions, should be assessed through appropriate complementary processes.

### Does WMHSA cover emergencies? {#does-wmhsa-cover-emergencies}

**Answer:** Yes. Assessment item 7 (imhi.com/en/wmhsa/the-framework/#item-7) concerns access to urgent professional crisis intervention. However, WMHSA does not replace the organisation's broader emergency-response planning.

### Does WMHSA cover support following traumatic incidents? {#does-wmhsa-cover-support-following-traumatic-incidents}

**Answer:** Yes. Item 9 (imhi.com/en/wmhsa/the-framework/#item-9) concerns immediate and subsequent psychological support following a traumatic or serious workplace incident.

### Does WMHSA cover return-to-work support? {#does-wmhsa-cover-return-to-work-support}

**Answer:** Yes. Item 10 (imhi.com/en/wmhsa/the-framework/#item-10) concerns continuing support, assessment and workplace adjustments following mental-health-related absence or impairment.

### Can WMHSA be used internationally? {#can-wmhsa-be-used-internationally}

**Answer:** The assessment principles may be used internationally. However, organisations should adapt their evaluation to local legal requirements, services and working conditions.


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## References
*Source: imhi.com/en/wmhsa/references/*


### References

The publications, research, legislation and official guidance supporting the WMHSA documentation.

The following sources provide the published WMHSA assessment, relevant research, occupational health and safety legislation, professional guidance and background information.

## WMHSA {#wmhsa}

1. Workplace Mental Health & Safety Assessments. Support & Response Assessment.
2. Workplace Mental Health & Safety Assessments. Official Website.

## International Mental Health & Occupational Safety {#international-mental-health-and-occupational-safety}

3. World Health Organization. Mental Health at Work. Updated 2026.
4. World Health Organization. Guidelines on Mental Health at Work. 2022.
5. World Health Organization and International Labour Organization. Mental Health at Work: Policy Brief. 2022.
6. International Labour Organization. Psychosocial Risks and Stress at Work.
7. International Labour Organization. Occupational Safety and Health Convention, 1981 (No. 155).
8. International Organization for Standardization. ISO 45003:2021.

## United Kingdom {#united-kingdom}

9. Health and Safety at Work etc. Act 1974.
10. Management of Health and Safety at Work Regulations 1999, Regulation 3.
11. Health and Safety Executive. Work-Related Stress: Risk Assessment.
12. Health and Safety Executive. Management Standards for Work-Related Stress.
13. Health and Safety Executive. Risk Assessment: Steps Needed to Manage Risk.

## United States {#united-states}

14. Occupational Safety and Health Administration. Occupational Safety and Health Act of 1970.
15. Occupational Safety and Health Administration. Field Operations Manual, Chapter 4.
16. Occupational Safety and Health Administration. Workplace Stress: Understanding the Problem.

## Help-Seeking & Panic Attacks {#help-seeking-and-panic-attacks}

17. American Psychological Association. Public Attitudes Toward Mental Health in the United States. 2025.
18. Kessler RC, Chiu WT, Jin R, Ruscio AM, Shear K, Walters EE. The Epidemiology of Panic Attacks, Panic Disorder, and Agoraphobia in the National Comorbidity Survey Replication. Archives of General Psychiatry. 2006;63(4):415–424.

## Immediate Self-Use Mental-Health Support {#immediate-self-use-mental-health-support}

19. Second Aid. Official Website.
20. World Health Organization, War Trauma Foundation and World Vision International. Psychological First Aid: Guide for Field Workers. 2011.


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