MENTAL HEALTH POLICY IN THE WORKPLACE
RATIONALE:
In accordance with the provisions of RA 11036 or known as the Mental Health Act of 2018, Department
Order no. 208, series of 2020 (DOLE, Guidelines for the Implementation Of Mental Health Policies And
Programs for the Private Sector), and RA 11058 or An Act of Strengthening Compliance with
Occupational Safety and Health Standards and Providing Penalties for Violations thereof, and in
accordance with RA 7277 or The Magna Carta for Persons with Disability and its IRR, the United Nations
Convention on the Rights of Persons with Disabilities (UNCRPD), RA 11313 or An Act Defining Gender-
Based Sexual Harassment in Streets, Public Spaces, Online, Workplaces and Educational or Training
Institutions Providing Protective Measures and Prescribing Penalties thereof, the Divine Word College of
Legazpi hereby adopts the following policy on full promotion of metal health and the identification and
management of employees with mental health concerns.
DECLARATION OF CORPORATE POLICY:
Divine Word College of Legazpi, in addition to legal compliance, is committed to:
a. Raise awareness about mental health, prevent stigma and reduce discrimination of workers who
are at risk for and/or with mental health condition, provide support for them, and facilitate their
access to mental health services.
b. Promote workers’ well-being towards leading healthy and productive lives.
c. Jointly prepare with all employees (workers’ representatives) occupational safety and health
(OSH) policies and programs in the institution.
To this end, the institution, through a collaborative effort with its employees, adopts this policy for
mental health promotion, identification and management.
ADVOCACY, INFORMATION, EDUCATION AND TRAINING
The institution shall provide to all workers basic information and education on mental health. Standard
basic information and education includes, but is not limited to, the following:
a. Understanding mental health and its impact in the workplace and to workforce;
b. Identification and management of mental health problems in the workplace;
c. Salient features of RA 11036 and its IRR with emphasis on the basic human rights of persons
with mental health condition and their consent to treatment; and
d. Confidentiality of all information or medical records of worker with mental health condition.
e. Requirement of counseling and supervision for the employee who is at risk for or has a mental
health condition.
The institution shall promote and enhance workers’ well-being to lead healthy and productive lives
through the following approaches, among others:
a. Increasing workers’ awareness of mental health and other common conditions like depression,
anxiety and substance use including alcohol, through the following information dissemination
activities, including but not limited to: distributing leaflets, workshops, posters;
b. Promotion of healthy lifestyle and work-life balance;
c. Identification and management of work-related stress and stressors, including interpersonal
issues with superiors, subordinates, co-employees, clients and customers;
d. Encouraging counseling for employees with mental health-related concerns such as depression,
grief and loss, overstress, anxiety, substance use and other addictive behaviors.
MENTAL HEALTH PROGRAMS & STRATEGIES
a. Psychological assessment – Provision of psychological assessment from recruitment stage and
throughout the career of an employee within the institution;
b. Information-education on Mental Health - afford Mental Health Awareness Activities such as,
but not limited to, the following:
- Production of IEC materials on mental health
- Holding seminars and workshops on Mental Health
- Capacity building for Mental Health support system
c. Mental Health Wellness Promotion – through
- Conduct of regular stress management activities
- Team-building activities
- Mentoring Program
- Development of Peer Counseling
- Provision of Professional Counseling for employees
d. Referral system – through partnerships with health institutions, DOH, NGOs
e. Review of working conditions through:
- Assessment of workload balance/ accomplishment, and career development
- Review of job description
PROTOCOLS
1. Non-discrimination
An employee at risk for or who has developed a mental health condition during one’s
employment in the institution shall not be discriminated in any form. Any employee at risk for or
identified as having a mental health condition shall not be discriminated in terms of hiring,
promotion and termination. S/He shall not be discriminated nor prevented from receiving
benefits as an employee of the institution because of such condition/s. S/He shall continue to
perform the duties and responsibilities as employee provided a mental health professional
issues a certification that the condition does not impede employee’s productivity and fitness to
work.
2. Return to Work
Employees identified to have mental condition and have undergone treatment and
rehabilitation shall not be prevented from returning to work provided an accredited physician
certifies that s/he is fit to work. Agency Heads shall make work arrangements adaptable and
flexible to accommodate employees at risk for or identified with mental health conditions.
3. Confidentiality
All information including medical records submitted during the recruitment process shall be
protected and treated with confidentiality, as provided by relevant rules, laws and the Data
Privacy Act of 2012.
4. Rights-based
Employees at risk for or identified with mental condition shall not be deprived of the
opportunity to work, participate in policy making and program implementation relating to
mental health. They shall not be prevented from exercising their inherent civil, political,
economic, social, religious and cultural rights.
Employees at risk for or identified with mental health condition shall have access to affordable
evidence-based treatment and medical services, as well as participate in mental health
advocacy, policy planning, legislation, service provision, monitoring, research and evaluation.
5. Disclosure
Employees are encouraged to disclose their medical or mental health condition for purposes of
reasonable accommodation.
The institution and the co-workers of an employee having a mental health condition are not
obliged, under the law, to reveal to a third party any information about the mental health
condition of said employee except in any of the following conditions:
a. For medical treatment purposes;
b. For whatever legal purposes provided by law.
PROCESSES
1. Employees at risk for or identified with mental health conditions shall undergo counseling.
2. The Human Resource Department shall refer such employee/s to a licensed and accredited
mental health professional, and/or mental health care facility for an outpatient medical care.
3. The institution shall provide for referral to a secondary hospital / mental health facility should
employees at risk for or identified with mental health conditions need advanced treatment.
4. Employees at risk for or identified with mental health conditions may apply for the necessary
number of days leave as recommended and approved by a mental health professional.
5. The HRDO may refer an employee who is at risk for, or has a mental health condition for
continued rehabilitation and treatment.
RESPONSIBILITIES
A. EMPLOYERS
1. Provide a policy on mental health.
2. Maintain overall responsibility for the mental health policy, programs and services.
3. Ensure that said mental health policy is implemented in all workplace areas.
4. Ensure that all personnel are aware of the mental health policy, programs and services.
5. Provide resources including funding, to effectively implement the mental health policy.
6. Provide continuous education or training on mental health
7. Monitor and report accomplishments of the mental health policy.
8. Network with professionals, mental health facilities, and other institutions providing services for
the successful implementation of the mental health policy, programs and services of the
institution.
B. Human Resource Development Office (or its equivalent office)
The Mental Health Program (MHP) and its programs and activities shall be institutionalized and
managed under the Human Resource Development Office, with the following responsibilities:
1. Administer, manage and monitor implementation of the Mental Health Program.
2. Record and analyze relevant information and data to facilitate implementation and
improvement of MHP.
3. Maintain contact with institutional networks (e.g., hospitals, agencies, trainers, medical
professionals, etc.) to support the implementation of the MHP.
4. Shall initiate workplace discussions on mental health.
5. Keep up-to-date with recommended mental health information, education and communication
(IEC) materials
6. Assist in incident investigations, analysis and preparation of mental health related reports and
summaries.
7. Ensure that mental health is integrated in the human resource initiatives and processes.
C. Employees
1. Assist the administration and the human resource development office in the implementation of
the MHP.
2. Support all mental health related initiatives, programs and activities.
3. Assist the administration and the human resource development office in the conduct of
consultations related to mental health, its policy and its implementation.
H. Funding: Funding will be sourced from the institution’s budget
