| LM training in mental health was significantly associated with below-average levels of long-term sickness absence due to mental ill-health. |
Evidence shows that LM training in mental health may improve managers’ self-reported capabilities to support employees with mental ill-health following return to work [21,22]. |
Provides an empirical example of the Chain of Impact Model by showing how the provision of LM training for mental health may translate organisation implemented interventions into improved economic outcomes for the organisation. |
| LM training in mental health was not associated with short-term sickness absence due to mental ill-health or repeated sickness absence due to mental ill-health. |
One single site study showed that LM training in mental health reduced work-related sickness absence [21]. |
Our findings highlight the complexity of LM training’s relationship with various kinds of sickness absences and distinguishes between its relationship with other categories of mental health related absences. |
| Organisations offering LM training were more likely to report improvements in staff recruitment, customer service, staff retention and business performance. |
Research shows that LM training in mental health can lead to improvements in employee-level outcomes [20]. |
Extends understanding of the benefits of LM training beyond employee well-being to include organisational benefits, thus broadening our understanding of the broader impact of LM training. |
