Actions employers can take to support good mental health in the workplace

Supporting employees’ mental health is not only the right thing to do, it is fundamental to creating a productive, resilient and engaged workforce. Employers have a powerful role in shaping workplace culture, and even small, deliberate actions can make a meaningful difference to overall wellbeing.

These actions don’t need to be complex or resource heavy. Meaningful change often begins with simple steps: making space for open and honest conversations, checking in regularly with colleagues, and embedding supportive approaches into day-to-day working practices.

Supporting mental health in the workplace isn’t a one-off initiative. Photograph: iStock

Taking a preventative approach through small, consistent actions can lead to significant impact. Embedding policies and initiatives that promote strong communication, trust and transparency, forms the foundation of a mentally-healthy workplace.

In turn, this can improve staff wellbeing while also boosting productivity, strengthening retention and reducing absence (recent figures released by Simplyhealth, based on estimates from Health and Safety Executive statistics, suggest over eight million days have been lost already this year due to mental ill health).

Here are some practical actions organisations can take to promote good mental health at work.

1. Create a supportive and open culture

A workplace culture that encourages openness helps reduce stigma around mental health. Leaders and managers should model this by talking openly about wellbeing and normalising conversations around stress and mental health challenges.

Simple steps include:

• • Encouraging regular check-ins, not just performance reviews
  • Actively listening without judgement
  • Promoting awareness campaigns and wellbeing days.

When employees feel safe speaking up, they are more likely to seek support early.

2. Train managers to support mental health

Line managers are often the first point of contact when someone is struggling. Providing them with the right tools and training is essential.
Training should cover:

• Recognising early signs of stress or burnout

• Having sensitive and supportive conversations

• Knowing when and how to signpost to additional help.

Confident, informed managers can make a significant difference in employee experience.

3. Promote work-life balance

Unmanageable workloads and long hours are key contributors to poor mental health. Employers should actively encourage boundaries and balance.

Practical actions include:

• Discouraging out-of-hours emails
• Promoting regular breaks and use of annual leave
• Offering flexible or hybrid working arrangements.

This helps employees recharge and maintain healthier routines.

4. Provide access to support services
Ensuring employees can access professional help is crucial. This may include:

• Employee assistance programmes (EAPs)
• Mental health first aiders
• Access to counselling or therapy services.

Signposting is just as important; make sure staff know what support is available and how to access it.

5. Strengthen communication and engagement

Clear, transparent communication reduces uncertainty and builds trust. Employees who feel informed and involved are less likely to experience stress linked to ambiguity or change.

Employers can:

• Share regular updates on organisational changes
• Invite feedback through surveys or forums
• Act on feedback and communicate outcomes.

Engaged employees are more likely to feel connected and supported.

6. Design healthy work environments

Both physical and digital working environments can impact mental health. Employers should aim to create spaces that promote wellbeing and productivity.

Consider:

• Providing quiet spaces for focus or reflection
• Encouraging movement and screen breaks
• Reducing unnecessary meetings or digital overload.

A well-designed environment reduces stress and improves concentration.

7. Recognise and reward contributions

Feeling valued is key to positive mental wellbeing. Regular recognition, formal and informal, can boost morale and motivation.

Examples include:

• Celebrating achievements publicly
• Providing constructive, positive feedback
• Offering development and progression opportunities.

Recognition helps employees feel seen, appreciated and connected.

8. Support during change and uncertainty

Periods of change, such as restructuring or organisational transformation, can heighten anxiety. Employers should provide additional support during these times.

This might include:

• Clear communication about what’s happening and why
• Opportunities for employees to ask questions
• Extra wellbeing support and check-ins.

Managing change thoughtfully can reduce stress and build trust.

9. Encourage peer support and connection
Strong social connections at work are linked to better mental health. Employers can facilitate this by creating opportunities for collaboration and connection.

Ideas include:

• Team-building activities
• Mentoring programmes
• Informal spaces for social interaction.

A sense of belonging helps protect against isolation and stress.

10. Lead by example

Ultimately, leadership sets the tone. When senior leaders prioritise wellbeing, it signals that mental health matters across the organisation.

This includes:

• Taking breaks and annual leave
• Setting realistic expectations
• Speaking openly about wellbeing.

Visible commitment from leadership drives lasting cultural change.
Supporting mental health in the workplace isn’t a one-off initiative, and mental health awareness is not limited to one week of the year; it requires ongoing commitment and action.

By creating a culture of openness, equipping managers, and embedding wellbeing into everyday practices, employers can help their people thrive.

For more information on supporting employee mental health, visit the workplace section of our website:
mentalhealth.org.uk/explore-mental-health/workplace-mental-health

Dr David Crepaz-Keay is public health information lead at the Mental Health Foundation