How we made the decision
We check our guidelines regularly to ensure they remain up to date. We based the decision on surveillance 8 years after the publication of NICE guideline PH22 on mental wellbeing at work.
For details of the process and update decisions that are available, see ensuring that published guidelines are current and accurate in developing NICE guidelines: the manual.
Previous surveillance update decisions for the guideline are on our website.
We found 99 studies in a literature search for randomised controlled trials and systematic reviews published between 1 September 2007 and 31 October 2017, which focused on workplace interventions that aim to improve the mental wellbeing of employees.
We found 12 policy/guidance documents in a grey literature search for UK policy published between 1 September 2007 and 31 October 2017 that focused on improving the mental wellbeing of employees.
A previous surveillance review decision in 2014 decided to not update the guideline. This was due to another workplace NICE guideline (NG13) being in development at the time and therefore a literature search was not undertaken.
We also checked for relevant ongoing research, newly published research from Cochrane, policy and guidance documents which will be evaluated again at the next surveillance review of the guideline.
We reviewed studies highlighted by topic experts for any potential impact on the guideline scope and remit, with 3 studies, 2 policy/guidance documents and 1 piece of ongoing research meeting inclusion criteria. These are summarised in the evidence summary (appendix A).
All relevant abstracts were assessed for their impact on the recommendations within NICE guideline PH22. See appendix A: summary of evidence from surveillance for details of all evidence considered and references.
We considered the views of topic experts, including those who helped to develop the guideline and other correspondence we have received since the publication of the guideline.
Two experts responded about NICE guideline PH22: 1 indicated that the guideline should be updated, whereas 1 expert felt that there had not been any major advances in evidence to merit an update.
One topic expert suggested that the guideline did not specifically address the specific needs of particular groups of employees or make reference to sexuality, gender, culture, ethnic background, age, religion and disability, that individuals in these groups may experience 'multiple disadvantage while in the workplace'. Stigma and discrimination were addressed within the existing recommendations of the guideline under recommendation 1, but we will amend this recommendation to ensure it addresses all protected characteristics in the Equality Act 2010. In relation to recommendation 4, it is suggested that consideration is given to evidence on managers having skills related to understanding equality and diversity, which may impact the current recommendation. This may reduce any potential discrimination in relation to health inequalities and aid employee wellbeing.
Stakeholders are consulted only if we decide not to update the guideline following checks at 4 and 8 years after publication. Because the decision was to update, we did not consult on the decision.
This page was last updated: 22 March 2018