Three-step preventive measures against mental health problems. What are the contents of the 1st to 3rd orders?



About three steps of preventive measures

Many companies that want to work on mental health measures are triggered by the appearance of mentally ill employees in their own companies. Therefore, when it comes to mental health measures, many people may think of secondary prevention as "early detection and coping with mental health problems" in the above figure. However, there are three stages of prevention of mental health, including prevention before returning to work and returning to work. Secondary prevention, and by extension,  Tertiary prevention is just a countermeasure, and it is said that a truly effective measure is  Primary prevention, which eliminates the root of the problem. The prevention at each stage will be explained below.

1Primary prevention 

Primary prevention is, in a nutshell, an effort to create a stress-free workplace. Workplaces that cause stress such as workload, organizational structure (command system, personnel allocation), work environment (temperature/humidity, lighting, noise, etc.), work method (workspace and work posture, load on body and sensory organs) We will grasp the problems of the environment and improve from what we can do.

Mental health education for managers and supervisors working in the field and employees themselves is effective in discovering problems in the workplace. In particular, managers and supervisors are key persons in improving the workplace. By having a solid basic knowledge of mental health, it is possible to take a position to promote understanding and improvement of problems in the workplace. In addition, encouraging all employees to learn their own stress management methods and stress checks will lead to the prevention of mental disorders and health promotion. Secondary prevention and tertiary prevention are symptomatic treatments. With that in mind, it is said that it is important to eliminate stress factors from the roots in primary prevention in the prevention of mental disorders over the medium to long term.

2Secondary prevention 

Secondary prevention is an effort to identify, detect, and deal with disorders at an early stage so as not to cause serious mental illness. Specifically, we will support the awareness of persons with mental health problems, their bosses, and colleagues, and establish a system such as stress checks, medical examinations, and consultation desks.

In general, the first person to notice changes in employee behavior or behavior is the boss or colleagues in the workplace. In particular, managers and supervisors such as department managers and section managers are obliged to protect the health of employees, and when they feel something is wrong, it is necessary to encourage dialogue and examinations with the relevant employees. Experienced supervisors may have acquired it in their experience, but in workplaces with young supervisors, busy playing managers, and workplaces without mental health education, awareness, and support from personnel affairs. Is the key. In addition, if personnel can check employee attendance data, they can notice unnatural late arrivals, absenteeism, and early departures and send alerts to supervisors, so they can be involved in prevention together with the field.


As a result of the dialogue with the relevant employee by the management supervisor, it is important to pay attention to the judgment of "illness" or "leave of absence". Be sure to seek the judgment of an industrial physician or an alternative doctor, not an amateur's judgment. As a consultation desk when you are uncertain about how to deal with it, we recommend that you regularly build a system that allows you to collaborate with health staff, counselors, industrial physicians, etc. inside and outside the company.

3Tertiary prevention 

Tertiary prevention is the treatment of employees who have actually developed mental illness, and the efforts at the stage of returning to work and preventing recurrence after taking leave. We provide mental follow-up to employees who are on leave due to medical treatment, support rehabilitation work when returning to work, and prevent a recurrence.

Employees who have taken leave are not only worried about the recovery of their symptoms, but also about whether they will be able to reintegrate into society after recovery. In addition, the more serious employees are, the more likely they are to be impatient to return to work if they cause trouble to the company by taking leave. Even if it seems to be recovering smoothly, it may go wrong again in a period of 3 months to 6 months, so it is important to tell them to take care without rushing during regular interviews. As with the decision to take leave, listen carefully to the doctor's diagnosis and opinions, and consult with the person before making a decision.

In order to prevent the recurrence of employees who have returned to work, it is also important to create an on-site acceptance system after returning to work. It is not uncommon for people to overdo it and relapse and leave their jobs. Therefore, for the time being, avoid leaving work with tight deadlines or the same work as before returning. If the receiving side system is in places, such as starting from short working hours or work that can be done within the time limit, it should be possible to return to the soft landing and prevent a recurrence.