Why Prioritising Mental Health in the Workplace is No Longer a Choice—It’s a Necessity

We’ve all seen the headlines: the mental health crisis is not only looming but is already profoundly affecting workplaces across the globe. Yet, for many businesses, the conversation around mental health is still in its infancy. The days of believing employees should "leave their personal issues at the door" are long gone. With 12 billion working days lost to mental illness every year, creating a workplace that prioritises mental well-being is no longer just about doing the right thing—it’s about the survival of your organisation.

Today’s employees demand more than just a paycheque. They want a workplace where their well-being is respected, their mental health supported, and where they feel empowered to bring their whole selves to work. For Gen Z , who are already entering the workforce with reported mental health issues at higher rates than any previous generation, the stakes couldn’t be higher. They expect employers to step up, and failure to meet these expectations can lead to disengagement, burnout, and, ultimately, a loss of talent.

So, how do we create a mentally healthy workplace, and more importantly, how can we ensure it thrives?

Mental Health vs. Mental Disorders: Know the Difference

Before we dive into solutions, it’s important to clarify the distinction between mental health and mental disorders. Mental health is something we all have, much like physical health. It’s the ability to cope with life’s ups and downs, manage emotions, and function well socially, emotionally, and psychologically. It’s perfectly normal for our mental health to fluctuate, just as we experience physical ups and downs. Some days we feel on top of the world, while others leave us drained and stressed. That’s life.

But mental disorders are a different story. These are medical conditions, like depression, anxiety, or bipolar disorder, that can severely impact how a person thinks, feels, and behaves. For those living with mental disorders, managing daily tasks can become overwhelming, and these challenges often require professional treatment and long-term support. Mental disorders aren’t something people can just "snap out of" or "push through." They require understanding, flexibility, and, crucially, support from their employer.

Recognise the Signs: How to Spot Mental Health Struggles in Your Team

Creating a mentally healthy workplace starts with awareness. You don’t need to be a mental health expert to notice when something’s off with one of your employees. Often, the signs are there—if you’re paying attention. Here are some key indicators that someone on your team might be struggling:

1. Uncharacteristic Behaviour: If an employee who is typically engaged and cheerful suddenly becomes withdrawn, irritable, or disengaged, this could be a sign that something deeper is going on.
2. Increased Absence: Historically, those struggling with mental health have been more likely to call in sick than talk about their challenges at work. While this is slowly changing, absenteeism is still a major red flag that should not be overlooked.
3. Disinterest in Social Activities: Employees who once thrived in social situations but now avoid work events or casual conversations may be grappling with mental health challenges. A sudden withdrawal from team activities can be a sign of deeper distress.
4. Declining Work Performance: Mental health struggles can lead to difficulty focusing, missed deadlines, or a noticeable drop in the quality of work. If someone who used to excel is now underperforming, it’s worth having a conversation to understand what’s going on.
5. Increased Fear, Anger, or Irritability: Mental disorders often come with heightened emotions that can manifest as fear, anger, or irritability in the workplace. If a typically calm employee is suddenly quick to anger or seems overly anxious, this could signal that they’re struggling.

What Employers Can Do: A 4-Step Mental Health Checklist

It’s one thing to recognise the signs but another to act on them. Supporting your team means more than just providing an EAP (Employee Assistance Programme) and hoping for the best. Here’s a four-step approach to building a proactive and supportive mental health strategy in your organisation:

1. Create a Culture of Openness

Let’s face it: talking about mental health is still stigmatised in many workplaces. That has to change. Make it normal to talk about mental health, not just during crises but as part of your daily work culture. Encourage team members to share how they’re feeling in meetings, and model this behaviour yourself as a leader. When people see that you’re willing to be vulnerable, it creates a ripple effect that allows others to feel safe doing the same.

2. Invest in Mental Health Training

Understanding mental health isn’t something we’re born with—it’s something we learn. Invest in mental health training for managers and team leads. Organisations like Mind and the British Red Cross offer valuable courses that teach how to spot the signs of mental health struggles and respond effectively. Designating mental health champions within your company can also be a game-changer, ensuring there’s always someone employees can turn to for support.

3. Offer Flexibility and Make Reasonable Adjustments

Flexibility is no longer a luxury; it’s a necessity. People’s needs differ, especially when managing mental health conditions. For someone dealing with anxiety, flexibility might mean starting their workday later to manage morning anxiety. For others, it could mean working from home a few days a week. Under the Equality Act , employers must make reasonable adjustments for mental health conditions, but the best employers go above and beyond the minimum legal requirement. Offering flexibility shows that you value your employees as individuals, not just as workers.

4. Encourage Healthy Coping Mechanisms

Empower your employees to develop their own coping strategies by encouraging self-reflection and regular breaks. Help them identify their triggers and pair them with positive actions—whether it’s taking a five-minute mindfulness break or stepping away from a stressful environment. Encourage using apps like Headspace or Calm, and normalise the time spent on self-care during the workday. This boosts resilience and demonstrates that you value mental health as much as productivity.

Starting the Conversation: How to Talk About Mental Health

It’s often said that the most challenging part of addressing mental health is starting the conversation. But staying silent helps no one. If you think someone on your team is struggling, here’s how to start the conversation:

1. Find a Private Space: Choose a private, comfortable space where the person won’t feel embarrassed or judged. An informal chat over coffee or a one-on-one video call can make all the difference.
2. Listen Without Judgement: This is key. Listen to understand, not to fix. Ask open-ended questions and give them time to speak. Sometimes, people just need to be heard.
3. Avoid Making Assumptions: Don’t assume you know what they’re going through. Everyone’s experience with mental health is unique. Let them guide the conversation, and respect their insights.
4. Signpost to Professional Help: Remember, you’re not a therapist, and it’s important not to overstep. Gently suggest professional resources like your company’s EAP, counselling services, or external helplines such as Mind or the Samaritans.
5. Keep the Door Open: Make it clear that this conversation doesn’t have to be a one-off. Let them know they can come to you anytime. This simple reassurance can make a world of difference.

Professional Support: Key Contact Numbers

Having the right resources at hand is crucial for those needing immediate support. Here are some key UK helplines and services that can offer confidential, professional help:

• Mind Support Line: 0300 123 3393
• Samaritans: 116 123 (free from any phone)
• SANEline: 0300 304 7000 (4:30 pm – 10:30 pm every day)
• Campaign Against Living Miserably (CALM): 0800 58 58 58 (5 pm – midnight every day)
• Shout (Crisis Text Line): Text "SHOUT" to 85258
• The Mix (Support for under 25s): 0808 808 4994
• NHS 24 (Scotland): 111 (for urgent help)

Sharing these resources with your team could make all the difference in someone’s life.

Conclusion: Shifting Mindsets, Building Resilience

Supporting mental health at work isn’t about checking a box—it’s about shifting your mindset and embedding mental well-being into the fabric of your organisation. The reality is that mental health isn’t an "extra" consideration—it’s core to your business’s success. When people feel supported, valued, and empowered, they thrive. And when your people thrive, so does your business.

By fostering a culture of openness, offering flexibility, and taking active steps to support mental well-being, you’re not just meeting legal obligations—you’re creating an environment where people can bring their best selves to work every day. It’s time to disrupt the status quo around mental health in the workplace and build something better.

Because a mentally healthy workplace isn’t just good for people—it’s good for business.

Let’s lead the change. Your team and your business will be stronger for it.

About the Author

Karl Wood is a global HR professional with a proven track record of delivering innovative HR solutions for industry-leading organisations. Known for his creative approach to building inclusive and engaging workplace cultures, Karl is dedicated to helping businesses navigate the complexities of today’s workforce. His expertise spans organisational development, performance management, and employee engagement, making him a trusted advisor for companies looking to foster growth and a positive organisational identity.

If you want to transform your workplace or explore cutting-edge HR strategies, subscribe to the WINC HR HR Horizons newsletter for more insights. Let’s continue the conversation—follow me on LinkedIn, and feel free to reach out. My inbox is always open!