How to Support Employee Mental Health

Supporting employee mental health isn't just a legal duty - it's essential for a productive, engaged workforce. Here's how to do it effectively.

Why Mental Health Matters at Work

The statistics are stark:

• 1 in 4 people experience mental health problems each year
• 1 in 3 fit notes are for mental health conditions
• 22.1 million working days lost annually to stress, anxiety, and depression
• £56 billion annual cost to UK employers

But beyond the numbers, supporting mental health is simply the right thing to do.

Step 1: Create the Right Culture

Mental health support starts with culture. People won't seek help if they fear stigma or career consequences.

Leadership Sets the Tone

• Senior leaders talk openly about wellbeing
• Mental health discussed in the same way as physical health
• Leaders model healthy behaviours (taking breaks, reasonable hours)
• Wellbeing included in business strategy

Reduce Stigma

• Use normalising language ("mental health" not "mental illness")
• Share stories (with consent) of people who've struggled and recovered
• Challenge inappropriate comments or jokes
• Include mental health in regular communications

Make It Safe to Speak Up

• Clear message: disclosure won't harm your career
• Multiple routes to raise concerns
• Confidentiality respected
• Managers trained to respond well

Signs of Good Culture

• People feel comfortable discussing mental health
• Employees use support services without embarrassment
• Concerns are raised early
• Low mental health-related turnover

Step 2: Train Your Managers

Managers are the front line of mental health support. They need skills and confidence.

What Managers Need to Know

Recognising signs:

• Changes in behaviour or mood
• Declining performance or concentration
• Increased absence or lateness
• Withdrawal from colleagues
• Physical symptoms (tiredness, headaches)

Having conversations:

• Creating a safe space
• Asking open questions
• Listening without judgment
• Not trying to diagnose or fix
• Knowing when to refer on

Knowing the support available:

• EAP and how to refer
• Occupational Health
• HR support
• External resources

Understanding the law:

• Duty of care basics
• When mental health is a disability
• Reasonable adjustments
• Confidentiality requirements

Training Options

Option	Details
Mental Health First Aid	2-day accredited course, creates workplace champions
Mental Health Awareness	Half-day introduction for all managers
Managing Mental Health	Specific training on having conversations
E-learning	Flexible online modules
Briefings	Regular updates and reminders

After Training

• Regular refreshers
• Peer support for managers
• Supervision for difficult cases
• Resources and conversation guides
• Recognition for good practice

Step 3: Prevent Work-Related Stress

Prevention is better than cure. Identify and address workplace factors that harm mental health.

Conduct Stress Risk Assessment

Use the HSE Management Standards to assess:

1. Demands - Is workload manageable?
2. Control - Do people have say in their work?
3. Support - Are resources and encouragement available?
4. Relationships - Are working relationships positive?
5. Role - Are responsibilities clear?
6. Change - Is change managed well?

Address Common Stressors

Stressor	Actions
Excessive workload	Review work allocation, set realistic deadlines, hire if needed
Lack of control	Involve people in decisions, allow autonomy
Poor relationships	Address conflict, tackle bullying, team building
Unclear role	Clear job descriptions, regular conversations
Bad management	Train managers, hold them accountable
Job insecurity	Communicate openly, involve in planning

Design Work Well

• Set realistic expectations
• Provide adequate resources
• Allow recovery time between demands
• Enable work-life balance
• Recognise and reward effort

Step 4: Provide Support Resources

Make professional support available and accessible.

Employee Assistance Programme (EAP)

A confidential service typically offering:

• Telephone counselling (24/7)
• Face-to-face counselling sessions
• Online resources and self-help
• Legal and financial advice
• Manager support line

Cost: From around £5-15 per employee per year.

Promote it: Many employees don't know about or use EAP. Regularly remind people it exists.

Occupational Health

For more complex cases:

• Independent medical assessment
• Advice on fitness for work
• Recommendations for adjustments
• Support return to work

Mental Health First Aiders

Trained employees who can:

• Recognise signs of mental health issues
• Provide initial support and listening
• Guide people to professional help
• Reduce stigma by their visibility

Other Support

• GP and NHS services
• Charity helplines (Mind, Samaritans)
• Private counselling
• Online therapy platforms
• Peer support groups

Step 5: Make Reasonable Adjustments

When someone has a mental health condition, adjustments can help them stay at or return to work.

Common Adjustments

Working arrangements:

• Flexible hours
• Working from home
• Reduced hours temporarily
• Phased return after absence

Workload:

• Prioritised tasks
• Reduced targets temporarily
• Protected time for therapy appointments
• Clearer instructions

Environment:

• Quiet workspace
• Regular breaks
• Buddy support
• Reduced travel

Support:

• More frequent one-to-ones
• Regular feedback
• Access to EAP
• Reasonable time off for appointments

The Adjustment Process

1. Employee raises need (or you notice difficulties)
2. Have a supportive conversation
3. Understand what would help
4. Refer to OH if needed for advice
5. Agree adjustments together
6. Implement and document
7. Review regularly

When Adjustments Are a Legal Duty

If the condition amounts to a disability under the Equality Act (substantial, long-term effect on day-to-day activities), adjustments become a legal duty, not just good practice.

Step 6: Manage Absence Supportively

Mental health absence needs sensitive handling.

During Absence

Stay in touch:

• Agree contact frequency with employee
• Keep it supportive, not surveillance
• Show you care about them as a person
• Keep them informed about work (lightly)

Provide support:

• Remind them of EAP
• Offer OH referral
• Send card or flowers (if appropriate to relationship)
• Don't forget about them

Gather information:

• Fit notes
• OH assessment
• Their view of recovery

Planning Return

Before return:

• Have a conversation about what would help
• Plan any adjustments
• Consider phased return
• Prepare the team (respecting confidentiality)

Return-to-work meeting:

• Welcome them back genuinely
• Discuss any continuing difficulties
• Confirm adjustments in place
• Plan regular check-ins

After return:

• Monitor how they're coping
• Adjust arrangements if needed
• Be patient - recovery isn't linear
• Keep supporting

Absence Triggers

Standard absence triggers may not be appropriate for mental health:

• Consider recording separately
• Don't automatically apply warnings
• Focus on support, not punishment
• Consider underlying causes

Building a Comprehensive Approach

Start Simple

If you're just beginning:

1. Write a mental health statement
2. Train managers (even informally)
3. Sign up for an EAP
4. Communicate what support is available
5. Be responsive when issues arise

Build Over Time

As you develop:

1. Create full mental health policy
2. Conduct stress risk assessments
3. Train Mental Health First Aiders
4. Run awareness campaigns
5. Measure and improve

Sustain and Embed

For lasting change:

1. Include in business strategy
2. Leadership accountability
3. Regular review and improvement
4. Employee involvement
5. Celebrate successes

Measuring Success

Track your progress:

Metrics

• Mental health-related absence rates
• EAP utilisation
• Employee survey scores on wellbeing
• Turnover rates
• Manager training completion
• Time to support referral

Qualitative Feedback

• Exit interview themes
• Focus groups
• Informal feedback
• Manager observations

Common Challenges

"We don't have budget"

Many interventions cost nothing:

• Culture change
• Manager conversations
• Flexible working
• Stress prevention

Basic EAP costs £5-15 per employee/year - less than one day's absence.

"Managers don't have time"

Time spent supporting mental health prevents time spent on absence, grievances, and recruitment. It's an investment, not a cost.

"It's private - we shouldn't interfere"

You're not interfering, you're caring. Most people appreciate employers who notice they're struggling and offer support.

"People will take advantage"

Some might. Most won't. Design systems that support the majority, don't penalise everyone for the few.

Getting Started Checklist

• Commit: Leadership statement on mental health
• Assess: Understand current state and needs
• Policy: Create or update mental health policy
• Train: Equip managers with basic skills
• Support: Ensure EAP or equivalent is available
• Communicate: Tell people what support exists
• Prevent: Conduct stress risk assessment
• Respond: Handle cases supportively
• Review: Monitor and improve