I wonder how employers can support mental health in the workplace

As our workplaces and ways of working continue to evolve, so does our awareness of the significant impact mental health has on employee wellbeing and employer success. The Covid-19 pandemic has shifted our focus on mental health challenges, prompting many employers to rethink how they support their workforce and the practical steps necessary to foster an inclusive workforce.

Why Mental Health Matters in the Workplace

Ignoring mental health in the workplace has far-reaching consequences beyond the individual. Employees experiencing stress or poor mental health are often less engaged, less creative and less productive which can ultimately lead to a negative workplace atmosphere, decreased morale and higher staff turnover. Poor mental health or the lack of awareness of the importance of mental health can damage an employer’s reputation, increase legal risks and hinder talent attraction and retention.

In 2023/2024, approximately 776,000 UK employees suffered from work-related stress, depression or anxiety and according to Deloitte LLP, poor mental health cost UK employers a staggering £51 billion during the same period, factoring in absenteeism, presenteeism (attending work while unwell) and turnover costs. These alarming figures confirm the direct financial repercussions poor mental health can cause for both the employee and employer.

The Case for Supporting Mental Health

Employers have a legal duty to do all they reasonably can to support the health, safety and wellbeing of their staff, and this includes mental health. But mental health remains a difficult and sensitive topic for many, especially those who may not feel comfortable discussing their struggles or admitting that they need support due to stigma, fear of judgement or concerns about career repercussions.

It is essential employers recognise these barriers and actively invest in mental health and wellbeing initiatives that go beyond compliance. This includes providing resources, training, awareness and support systems tailored to staff needs. Equally important is fostering a workplace culture that encourages openness and psychological safety where staff can raise concerns about their mental health without fear of stigma or negative consequences. Implementing an open-door policy, promoting regular conversations around mental health and normalising these discussions can help create an environment where individuals feel supported and empowered to seek help where necessary.

Practical Steps Employers Can Take to Support Mental Health

Below are some practical steps and key considerations employers can take to build a mentally healthy and supportive workplace.

1. Integrate mental health into risk assessments and policies

Employers should ensure that mental health risks are included in workplace risk assessments and identified risks should be addressed proactively. By developing and communicating a clear mental health at work plan, it helps to promote wellbeing, provides support and targets specific issues.

2. Foster open communication

Creating a workplace culture where staff feel safe to discuss mental health openly is essential. Employers should encourage open conversations around mental wellbeing to normalise these discussions and dismantle stigma. This openness can lead to earlier identification of issues and better support.

3. Embed mental health into company culture

Mental health should not be treated as a standalone initiative or a checkbox exercise, but rather embedded into everyday company practices and policies. This cultural integration means moving beyond symbolic gestures like Mental Health Awareness Week or one-time wellness webinars and instead ensures that mental health is part of everyday conversations and practices.

4. Train staff and management

Providing training to managers and staff on recognising signs of mental health struggles and responding appropriately can help foster open dialogue and transparency. Managers equipped with the right training and skills are better able to support their teams and create environments where staff feel valued, supported and understood.

Senior leaders and managers must openly prioritise mental wellbeing by modelling healthy behaviours such as setting boundaries around work hours, taking mental health days or speaking candidly about stress and burnout when appropriate.

5. Provide accessible support and resources

Consider appointing mental health champions or first aiders who are trained to identify mental health issues and provide initial support. These champions can act as a vital resource by guiding staff toward appropriate professional help and shaping wellbeing programmes.

Investing in Mental Health Benefits Everyone

Prioritising mental health can reduce costly absences and presenteeism and foster wellbeing among staff who feel genuinely cared for by their employer. It is important to remember there is no one-size-fits-all solution to managing mental health in the workplace. By embedding meaningful practices with adequate training, employers can create a workplace environment where mental health and wellbeing are taken seriously. Taking steps to protect staff mental health and wellbeing helps to build overall resilience, engagement and loyalty in the workplace and ultimately the employer will likely see higher engagement, improved retention rates, positivity and enhanced overall performance.

If you have questions about how you can support your employees’ mental health, or would like help drafting an employee wellbeing policy, contact our Employment Law Team today on 023 8071 7717 or email employment@warnergoodman.co.uk.

Make Work Pay Programme: Helping Employers Adapt

With the upcoming Employment Rights Bill, UK employers must prepare for new regulations. Our Make Work Pay Programme is a six-month, fixed-fee service designed to help businesses:

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