In a recent publication, the Health & Safety Executive (HSE) unveiled their 10-year strategy outlining their vision and core values up to the year 2032. Great Britain boasts one of the lowest rates of work-related injuries in Europe; however, mental health issues such as depression, stress, and anxiety are on the rise in the workplace. Unique Challenges in the Energy Sector When it comes to the energy sector, maintaining good mental health poses its own set of challenges. Employees intending to work offshore are required to undergo a medical examination every two years, with mental health conditions not necessarily hindering offshore work but necessitating assessment by an OEUK examining doctor. The HSE's strategy places a significant emphasis on mental health, potentially leading to additional requirements for operators in this field. The Impact of Mental Health in the Industry Recent data from The International Association of Drilling Contractors (IADC) revealed alarming statistics, showing that 60% of employees in the energy sector face mental health challenges at some point in their lives, with a third meeting the criteria for clinical depression while on rotation. Offshore workers are also reportedly 15 times more likely to commit suicide than those onshore due to the isolation, shift work, and high-pressure environment they face. HSE's Potential Focus Areas In light of these findings, the HSE may scrutinize industry bodies and operators to ensure adequate support systems are in place for managing stress and preventing anxiety and depression among workers. This could involve post-incident support, stress management protocols, and burnout prevention strategies. Upcoming Actions by HSE While HSE has not specified their upcoming actions in the offshore health domain, it is likely they will push for basic requirements to safeguard the physical and mental well-being of offshore employees. Potential new obligations and enforcement actions could be on the horizon if systematic failings in mental health support are identified by the HSE. Employers are reminded of their legal duty to assess and mitigate the risk of stress at work, considering its impact on both mental and physical health. Failing to address work-related health issues can lead to legal implications under the Equality Act 2010, protecting employees with mental health conditions from discrimination. Early intervention, in collaboration with occupational health services, is crucial in managing mental health concerns within the energy sector.