Surveillance decision

Surveillance decision

We will plan a full update of the guideline on mental wellbeing at work. During surveillance editorial and factual corrections were identified. Details are included in appendix A: summary of evidence from surveillance.

Reason for the decision

The surveillance review on NICE guidelines that are within the theme of mental health and wellbeing includes 1 NICE guideline on the workplace:

There is new evidence available that impacts directly on the guideline:

  • Recommendation 1: strategic and coordinated approach to promoting employees' mental wellbeing. There is a large body of evidence relating to the effectiveness of educational and wellbeing interventions at an organisational level in improving mental health and wellbeing outcomes. The guideline should be updated with details concerning which specific organisational level interventions are associated (or not) with improvements in mental health and wellbeing and to take into account current policy recommendations.

  • Recommendation 2: assessing opportunities for promoting employees' mental wellbeing and managing risks. A large amount of evidence has been identified regarding a range of workplace interventions including mindfulness, cognitive behavioural therapy, acceptance and commitment therapy, stress management, meditation and combination therapy interventions. The guideline should be updated with details concerning which specific workplace interventions are associated (or not) with improvements in mental wellbeing and work-related outcomes.

  • Recommendation 3: flexible working. Workplace health: management practices (NICE guideline NG13) provides recommendations on flexible working. An update of NICE guideline PH22 should consider during scoping whether this recommendation should be stood down and reference made to NICE guideline NG13 instead.

  • Recommendation 4: the role of line managers. Relevant policy was identified emphasising the importance of line managers improving their awareness of mental wellbeing issues. The guideline should be updated to consider evidence on line managers' skills to deal with mental health and support staff wellbeing.

  • Recommendation for research 4. What approaches are effective and cost effective for particular groups of employees (for example, employees of different gender, age, race/ethnicity, socioeconomic status, disability, sexual orientation, religion/belief or other characteristic)? What approaches are effective and cost effective for part time, shift workers and migrant workers? Evidence was identified regarding the effectiveness of wellbeing interventions in particular groups of employees; including younger/middle-aged/older employees, women, employees with chronic illness or at work limitations and those with differing levels of managerial hierarchy. See views of topic experts section.

We found UK-based evidence on organisation-wide approaches and evidence on the costs and benefits of organisation-wide approaches to promoting the mental wellbeing of employees, which was not covered in the guideline. This evidence was considered to be insufficient to add new recommendations in these areas at this time.

We did not find any new evidence related to any other recommendations for research or gaps in the evidence.

We found evidence on interventions involving physical activity and measuring their impact on employee wellbeing outcomes, which was not covered in the guideline. Workplace physical activity interventions will be considered in the 2018 surveillance review of NICE guideline PH13 on physical activity in the workplace published in 2008.

Overall decision

After considering the guideline content, all the evidence and views of topic experts, the surveillance team recommend that NICE guideline PH22 on mental wellbeing at work requires a full update.

This page was last updated: 22 March 2018