The Importance of Mental Health Support in the Workplace
Mental health matters just as much as physical health at work. Here's why and how to create a supportive environment for your team.
Mental health affects everyone (I mean, everyone has a brain and exists in this *waves hands around*. Yet many workplaces still treat it as an afterthought, or some kind of woo woo thing that the wokey kids talk about.
Do it because your colleagues are humans first and employees second. Do it because suffering can be reduced with simple acts of compassion and understanding.
The numbers speak volumes. One in four people experience mental health problems each year. If you have more than four people in your organisation, then some of your team members are dealing with anxiety, depression, stress, and burnout right now. Like, literally right now. As you read this. Think about that.
When people struggle with mental health, work becomes harder. Tasks take longer. Decisions become difficult. Creativity dwindles. This isn't about productivity—it's about human suffering that we can help reduce.
Many employees hide their struggles. They fear judgment, career impacts, or being seen as "weak." This silence makes everything worse.
So what can we do?
Create psychological safety
People need to feel safe discussing mental health. This starts with leaders being open about their own challenges. I don’t mean senior leaders should be offering up tales of their woes - many of them will have arrived in a car that costs more than their employees can afford - but they should at least be walking the talk. For example, when a senior manager mentions they're taking a mental health day, it gives everyone permission to prioritise their wellbeing.
Train your managers to spot warning signs like changes in behaviour, decreased engagement, or increased absences. But make it clear to managers that this isn’t about policing employees—it's about offering support for something we know for a fact is affecting some of our team.
Offer practical resources
Provide an Employee Assistance Programme with professional counselling services. Make sure everyone knows how to access it confidentially. It’s an employee benefit that will repay massive dividends in the long term.
Consider wellness benefits like meditation apps, fitness allowances, or mental health days. But remember—benefits mean nothing if your culture discourages using them. In fact, it should be the opposite - your org should be encouraging the use of these perks. Again, happy employees means less mess for you.
Hold regular workshops on stress management, resilience, and emotional intelligence. These skills help everyone, not just those currently struggling.
Adjust the environment
Simple changes can make a big difference:
Create quiet spaces for breaks
Allow flexible working hours (amazing I still have to write this)
Encourage proper lunch breaks (and this)
Set boundaries around after-hours emails (AND THIS!)
Manage workloads realistically
Consider appointing mental health first aiders—colleagues trained to provide initial support and guide people toward professional help.
Change your language
Words matter. Stop describing challenging projects as "battles" or "wars." Don't praise people for "soldiering on" when unwell, even if they do. It’s not healthy for them and it’s not healthy for their work, colleagues or boss (especially if they come into the office being all sick and contagious).
Instead, normalise phrases like:
"I need a mental health day"
"I'm finding this overwhelming"
"I need support with this task"
"My anxiety is high today"
Listen more than you talk
When someone opens up about mental health challenges, resist the urge to immediately solve their problems.
Listen. Without. Judgment.
Honestly, just shut up and listen. Sometimes, this is all it needs.
Ask open questions. Respect confidentiality absolutely.
Simple responses that help:
"Thank you for trusting me with this"
"What support would be helpful?"
"Would you like me to help you find resources?"
and my favourite, “do you want an answer, someone to listen, a shoulder to cry on, or someone to vow revenge against your enemies on your behalf?”
Start small
You don't need a perfect mental health strategy tomorrow. Begin with a single step:
Add mental health to your next team meeting agenda - a simple checkin (“Hey, how are we all feeling inside our skulls today?”) is enough.
Share resources in your internal newsletter, or Slack, or whatever you use to communicate broadly.
Review policies that might punish people for mental health absences
Ask your team what support they need
The impact of mental health support extends far beyond work. When you help someone manage their anxiety or depression, you're improving their whole life—their relationships, their self-image, their future.
Yes, your business will likely see benefits too. People who feel supported stay longer, work better, and speak positively about your company.
But that's not why you should do it.
Do it because your colleagues are humans first and employees second. Do it because suffering can be reduced with simple acts of compassion and understanding.
Mental health support isn't a perk or a nice-to-have. It's a fundamental requirement for any workplace that claims to care about its people.
Start the conversation today.