Ahead of World Mental Health Day on 10th October, employers have a real opportunity to create workplaces that genuinely support employees’ mental well-being. Stress, anxiety, and depression are the leading causes of work-related ill health, accounting for 16.4 million working days lost in 2023/24 (HSE).
Whether employees are managing long-term conditions or occasional bouts of poor mental health, organisations have both a legal duty and a moral responsibility to provide support. A proactive approach reduces absence, improves engagement, and strengthens long-term productivity.
Here are 10 steps every organisation can take to improve mental health support, which will benefit both employees and business performance.
1. Understand Legal Obligations
Under the Equality Act 2010, mental health conditions can be classed as a disability if they have a substantial, long-term impact on day-to-day activities. But responsibility doesn’t end there. Under the Health and Safety at Work Act, employers are required to manage risks to physical and mental health. This applies equally to short-term challenges such as stress during a busy project or anxiety after a workplace conflict.
Employers should be prepared to adjust workloads or hours temporarily as needed and ensure that line managers are trained to recognise early warning signs. Absence and return-to-work policies should encourage openness, not silence.
Supporting mental health in the workplace means recognising the full spectrum of conditions from occasional bouts of stress to diagnosed illnesses.
2. Lead From The Top
Workplace culture is largely shaped by leadership, so management has an opportunity to set a good example. Senior staff can model healthy behaviours, such as taking regular breaks, observing working hour limits, and using annual leave.
Other ways leadership can proactively contribute to a positive workplace environment include participating in training and well-being campaigns, as well as celebrating successes in workplace well-being, not just output.
Visible leadership involvement demonstrates to employees that mental health is not a “soft issue,” but central to the organisation’s operation. To demonstrate commitment, purposefully allocate time and resources to support mental health initiatives.
3. Offer Flexible Working Options
Flexibility remains one of the most effective ways to support employees’ mental well-being. This could mean hybrid working, staggered hours, or temporary workload reductions during challenging periods. At the same time, steps should be taken to prevent isolation, which can worsen mental health.
Employees should have access to recommended counselling or support services during work hours, just as they would for other medical appointments. Ensuring work-life balance and support in daily routines reduces stress and promotes well-being.
Related reading: What Is The Meaning Of Lone Working?
4. Create A Culture Of Open Dialogue
One of the most significant barriers to supporting mental health at work is stigma. Employees may hesitate to disclose difficulties for fear of judgment or repercussions. Encouraging conversations at all levels helps normalise mental health as a workplace priority. Regular one-to-ones, team discussions, or structured forums allow staff to share challenges safely.
Managers should be trained to recognise early signs of stress, anxiety, or depression and approach conversations sensitively. Open communication aligns with HSE guidance on stress management and is critical for early intervention.
5. Integrate Mental Health Into Policies And Procedures
Policies should clearly address how the organisation supports mental health. This includes HR frameworks on sickness absence, grievance, and performance management.
Employers should ensure:
- Mental health considerations are built into risk assessments
- Sickness absence procedures allow for phased returns
- Disciplinary processes consider the impact of underlying conditions.
This demonstrates that supporting mental health in the workplace is not an afterthought but embedded across all procedures. It can also help alleviate worry for workers who may need to consider these factors, as they have already been accounted for before the subject is broached.
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6. Promote Training And Awareness
Raising awareness among staff and managers is key to effective mental health support. Training programs should cover recognising signs of mental health issues, how to respond appropriately, and available support channels. Including mental health training in inductions ensures new employees understand available resources and the organisation’s approach to well-being.
Educating employees fosters a more informed, empathetic, and responsive workplace culture. Sharing available resources, such as the Lighthouse Construction Industry Charity, can make a huge difference to someone who may be struggling or supporting a struggling family member.
Related reading: Free Mental Health Resources Guide for Businesses
7. Encourage A Supportive Return To Work
Returning to work after a mental health-related absence can be challenging. Employers should offer structured support through phased returns, adjusted duties, and return-to-work assessments. Providing access to refresher training, mentoring, or professional development ensures employees can reintegrate successfully. Thoughtful return-to-work processes demonstrate the organisation’s commitment to sustained well-being.
8. Foster Inclusion And Well-Being
Workplaces that actively integrate mental health into inclusion strategies see measurable benefits. Promoting supportive peer networks, buddy systems, and well-being initiatives contributes to a positive work environment. Acknowledging World Mental Health Day and other awareness initiatives can reinforce that mental health is taken seriously and part of everyday workplace culture.
9. Monitor And Evaluate Impact
Ongoing monitoring is crucial. Staff surveys, feedback sessions, and analysis of absenteeism can reveal patterns and highlight areas for improvement. Employers should adjust interventions based on data and employee experience. This continuous improvement cycle ensures that mental health support remains effective and aligned with staff needs.
10. Make Mental Health A Business Priority
Finally, mental health should be embedded into the broader business strategy. Prioritising staff well-being improves retention, loyalty, and productivity, and it also reduces legal and operational risks. Conducting practical risk assessments to identify and mitigate mental health hazards ensures compliance with health and safety obligations, while demonstrating a tangible commitment to staff welfare. Small, concrete actions such as check-ins, flexible working, and manager training can have a major impact on workplace culture.
Conducting Risk Assessments For Mental Health
Work-related stress and mental health risks should be formally assessed in conjunction with physical hazards. Employers should identify tasks, workloads, or organisational factors that may contribute to stress, anxiety, or burnout. Preventative measures can include workload adjustments, training, or improved staff support structures.
It is critical to review risk assessments regularly and update them based on employee feedback. Stress risk assessments have the same benefits as any risk assessment: they control hazards, reduce absence, and improve workplace safety.
Supporting mental health takes practical, meaningful action. It’s about embedding structured policies, training, and cultural change that help employees thrive. By taking these steps, businesses meet their legal duties and create safer, more resilient, and more productive workplaces.
Download our free risk assessment template to see how structured assessments can help reduce mental health risks in your workplace.
