When someone has a physical accident or becomes unwell at work, most organisations have a clear idea of what to do. There are trained first aiders, procedures to follow and, hopefully, someone who knows where the first aid kit is.
But what happens when someone is struggling with their mental health?
Would the people around them feel confident starting a conversation? Would they know how to listen without judgement? Would they know where to signpost someone for further support?
For many workplaces, the answer is not always clear.
That’s where workplace Mental Health First Aid training can help.
Mental Health First Aid training gives people the knowledge and confidence to recognise when someone may be experiencing poor mental health, start a supportive conversation and guide them towards appropriate help.
But – and this is important – training a few people as Mental Health First Aiders is not a magic solution to workplace mental health.
A truly mentally healthy workplace needs more than a handful of well-meaning individuals carrying the responsibility for everyone else’s wellbeing.
So, let’s look at what Mental Health First Aid training involves, how it can help and where it fits within a wider approach to supporting mental health at work.
What is Mental Health First Aid training?
Mental Health First Aid is often described as the mental health equivalent of physical first aid.
The aim isn’t to turn employees into therapists or counsellors. Instead, Mental Health First Aid training helps people develop the confidence to recognise when someone may be struggling, respond appropriately and help them access further support where needed.
MHFA England’s workplace courses are designed to increase understanding of mental health, challenge stigma and build confidence in having conversations about mental health.
Depending on the course, participants may learn about:
- mental health and common mental health issues
- recognising signs that someone may be experiencing poor mental health
- how to approach and start a conversation
- listening without judgement
- responding appropriately in a crisis
- supporting someone to access appropriate help
- maintaining boundaries
- looking after their own mental health and wellbeing.
As an accredited MHFA England Instructor Member, I deliver Mental Health First Aid training for workplaces both in person and online.
What does a Mental Health First Aider actually do?
One of the most important things to understand is that a Mental Health First Aider is not a therapist, counsellor or mental health professional.
They are not expected to diagnose someone, solve their problems or take responsibility for their recovery.
Instead, their role is to provide initial support.
A Mental Health First Aider may:
- recognise that someone may be experiencing poor mental health
- start a supportive conversation
- listen without judgement
- offer reassurance and information
- encourage the person to seek appropriate support
- signpost them towards relevant internal or external services.
A Mental Health First Aider is not expected to:
- provide therapy or counselling
- diagnose a mental health condition
- become someone’s sole source of support
- be available around the clock
- take responsibility for issues that require professional or organisational intervention.
Clear boundaries matter.
Without them, organisations can unintentionally place too much responsibility on people who have volunteered or agreed to become Mental Health First Aiders.
Why invest in Mental Health First Aid training?
Mental health affects all of us. The Health and Safety Executive (HSE) highlights that mental health problems can be caused or worsened by experiences at work, while employers have responsibilities to help manage risks to employees’ health, including work-related stress.
Training can help create workplaces where people feel more confident talking about mental health and where colleagues are better equipped to respond when someone is struggling.
Potential benefits include:
Increasing confidence
- Many people want to support a colleague who is struggling but worry about saying the wrong thing.
- Mental Health First Aid training gives people a framework for recognising concerns and starting supportive conversations.
Challenging stigma
- Despite growing awareness, talking about mental health can still feel uncomfortable at work.
- Training can help challenge myths and assumptions and make conversations about mental health feel more normal.
Supporting earlier conversations
- Mental Health First Aiders are not there to wait until someone reaches crisis point.
- Having people who are confident in recognising potential signs of poor mental health and starting conversations may help people access support earlier.
Providing clearer routes to support
- A supportive conversation is only one part of the picture.
- Mental Health First Aiders can help employees understand what support may be available, whether that’s within the organisation, through their GP, an Employee Assistance Programme or other appropriate services.
Demonstrating that mental health matters
- Training alone won’t create a positive workplace culture. But it can be one visible part of an organisation’s commitment to taking mental health seriously.
Acas recommends that employers create supportive environments where people feel able to talk openly about mental health, including providing resources, training and appropriately trained people who can listen and help colleagues find support.
Is Mental Health First Aid training enough to create a mentally healthy workplace?
In short: no. A mentally healthy workplace needs a wider approach.
Mental Health First Aid training can be a valuable part of a workplace wellbeing strategy. But sending a few people on a course and expecting them to carry responsibility for everyone else’s mental health isn’t enough.
If workloads are consistently unmanageable, managers lack confidence, employees don’t feel psychologically safe or the causes of workplace stress aren’t being addressed, Mental Health First Aiders can only do so much.
A wider approach might include:
- leaders who take mental health seriously
- managers who feel confident having supportive conversations
- realistic and manageable workloads
- appropriate policies and procedures
- clear routes to support
- action to identify and reduce workplace stressors
- regular conversations about wellbeing
- an inclusive culture where people feel able to ask for help.
The HSE is clear that employers should assess and manage work-related stress risks, rather than simply expecting individuals to become more resilient to unhealthy working conditions.
This is where Mental Health First Aid training can sit alongside a wider approach to workplace wellbeing.
Through our Workplace Wellbeing Consultancy, I work with organisations to look beyond one-off wellbeing initiatives and consider what will make a meaningful difference for their particular people and workplace.
There is no one-size-fits-all approach.
Mental Health First Aiders can provide an important layer of support. But they shouldn’t be expected to compensate for problems within the workplace itself.
You might also find our blog on Creating a Mental Health-Friendly Workplace: Policies and Practices That Work helpful.
Who should complete Mental Health First Aid training?
There isn’t one perfect answer.
Some organisations choose to train people from HR or People teams. Others train wellbeing champions, employee representatives or volunteers from across the organisation.
When choosing people to train, it can be helpful to think about:
- who employees are likely to feel comfortable approaching
- representation across different teams, locations and working patterns
- whether the person genuinely wants to take on the role
- whether they have the time and capacity to do so
- what support they will receive from the organisation.
The kindest or most empathetic person in the office isn’t automatically the best person to become a Mental Health First Aider.
And nobody should feel pressured into taking on the role simply because they’re known as the person everyone talks to.
It’s also worth remembering that managers and Mental Health First Aiders have different roles.
A manager may need to address workload, performance, workplace adjustments or absence. A Mental Health First Aider’s role is different: offering initial support and helping someone find appropriate sources of help.
Acas recommends that managers receive training and support so they can have sensitive conversations about mental health and understand what workplace support may be available.
How many Mental Health First Aiders does a workplace need?
There is no single ratio that works for every organisation.
The right number will depend on factors such as:
- the size of your workforce
- the number of locations you operate from
- shift patterns
- remote and hybrid working arrangements
- how easily employees can access existing support
- the nature of your work
- the needs and demographics of your workforce.
Rather than asking simply, “How many Mental Health First Aiders should we have?”, it can be more useful to ask:
“How will people access support when they need it?”
For example, training three people in one office may not provide meaningful access for colleagues working night shifts, remotely or across multiple locations. In the same way as you consider how many physical First Aiders to train, you need to ensure there is someone available whenever and wherever they may be needed.
It’s also important to consider what happens when your Mental Health First Aiders are on annual leave, busy with their main role or experiencing challenges of their own. Accessibility and support matter more than simply reaching an arbitrary number.
Which workplace mental health training is right for your organisation?
Different organisations have different needs.
Sometimes a full Mental Health First Aider course is the right option. Other times, organisations may benefit more from raising awareness across a wider group of employees or supporting managers to develop confidence in mental health conversations.
MHFA England offers a range of workplace mental health training options, delivered online and face to face:
If you want to raise awareness of mental health
- A Mental Health Aware course can provide a useful introduction to mental health, common mental health issues and challenging stigma.
- This may work well for organisations wanting to build a shared foundation of awareness across a wider group.
If you want people to become Mental Health First Aiders
- The full Mental Health First Aider (MHFAider®) course provides more in-depth knowledge and skills for people taking on a designated Mental Health First Aider role.
- It is a more substantial commitment than an awareness course and is best suited to people who are willing and able to take on the responsibilities associated with being an MHFAider®.
If your existing MHFAiders® trained several years ago
- Mental Health First Aid skills and knowledge need refreshing too.
- MHFA England recommends that MHFAiders® complete an MHFA Refresher every three years to update their knowledge, practise their skills and renew their certification.
If your managers need more confidence
- Managers often have a different role from Mental Health First Aiders.
- They may be the people employees first approach about workload, stress, changes in behaviour or difficulties affecting their work.
- Supporting managers to have confident, compassionate conversations and understand their responsibilities can therefore be just as important as training Mental Health First Aiders.
- Mental Health Skills for Managers is specifically designed to help managers have meaningful conversations about mental health and wellbeing. It covers recognising signs of poor mental health, responding empathetically, having open conversations and signposting to appropriate support.
You can explore the different options on our Mental Health First Aid and workplace mental health training page.
How can employers support their Mental Health First Aiders?
Training shouldn’t be the end of the story.
If someone has completed Mental Health First Aid training and taken on a support role within your organisation, they need to feel supported too.
Give them time
- Being a Mental Health First Aider is usually an additional responsibility alongside someone’s day job.
- Make sure they have realistic time and capacity to carry out the role.
Be clear about boundaries
- Everyone should understand what Mental Health First Aiders can and can’t do.
- This helps protect both the MHFAider® and the people seeking support.
Provide clear signposting information
- Mental Health First Aiders shouldn’t be expected to know every service available.
- Provide clear information about internal support, Employee Assistance Programmes and relevant external services.
Create opportunities for support
- Supporting others can sometimes be emotionally demanding.
- Regular opportunities for Mental Health First Aiders to connect, reflect and learn can be valuable.
Check in on their wellbeing
- The people supporting everyone else need support too.
- Don’t assume that because someone is trained in Mental Health First Aid, they are automatically coping well themselves.
Keep skills up to date
- MHFA England recommends that MHFAiders® complete an MHFA Refresher every three years to update their knowledge and practise their skills.
Mental Health First Aid training should be part of the conversation, not the whole conversation
One of the things I love about delivering Mental Health First Aid training is seeing people grow in confidence. People often arrive worried about saying the wrong thing. By the end, they have a better understanding of mental health and feel more able to approach conversations with curiosity, compassion and without judgement. That’s valuable – but workplace mental health isn’t just about what happens when someone is already struggling.
It’s also about asking:
- What is it about our workplace that helps people thrive?
- Where might unnecessary pressure or stress be building?
- Do our managers feel confident and supported?
- Do people feel safe asking for help?
- Are we creating an environment where people can be themselves?
- What support is available before someone reaches crisis point?
The CIPD’s practical guidance on supporting mental health at work similarly highlights the importance of prevention, early intervention, encouraging conversations and providing appropriate support.
Mental Health First Aid training is therefore one important piece of a much bigger picture.
Mental Health First Aid training in Sheffield and across the UK
I’m based in Sheffield and deliver Mental Health First Aid training for organisations across South Yorkshire and the UK.
Training can be delivered:
- in person at your workplace or chosen venue
- online
- for private groups within your organisation
- through open courses for individuals and smaller organisations.
Alongside Mental Health First Aid training, I also work with organisations on wider workplace wellbeing, manager confidence, resilience and creating more inclusive workplaces.
If you’re not sure which type of training would be most useful for your organisation, you don’t need to have all the answers before getting in touch.
Sometimes the most useful starting point is simply a conversation about where you are now, what you’re already doing well and where there might be gaps.
Thinking about Mental Health First Aid training for your workplace?
If you’re exploring Mental Health First Aid training, I can help you think about what would be most useful for your organisation.
That might mean training designated Mental Health First Aiders, refreshing existing MHFAiders®, raising awareness across a wider group or supporting your managers to feel more confident having conversations about mental health.
And if Mental Health First Aid isn’t the only answer to what your organisation needs right now, there are other options.
The aim is to help you choose the right support for your organisation, whether that’s Mental Health First Aid training, manager development, wider workplace wellbeing support or a combination of approaches.
It’s about finding practical ways to support your people and create a healthier, more positive workplace.
You can explore our Mental Health First Aid training options or find out more about our Workplace Wellbeing Consultancy.
If you’re not sure where to start, you’re always welcome to get in touch for a conversation about what might work best for your organisation.
FAQs about workplace Mental Health First Aid training
What is workplace Mental Health First Aid training?
Workplace Mental Health First Aid training helps people develop the knowledge and confidence to recognise when someone may be experiencing poor mental health, start a supportive conversation and guide them towards appropriate support.
Mental Health First Aiders are not therapists or counsellors. Their role is to provide initial support, listen without judgement and help someone access further help where needed.
How many Mental Health First Aiders should a workplace have?
There is no single recommended number that works for every organisation.
Consider the size and structure of your workforce, locations, shift patterns, remote working arrangements and how easily employees can access other sources of support.
The most useful question is often not “How many do we need?” but “How will people access support when they need it?”
How often should Mental Health First Aid training be refreshed?
MHFA England recommends that MHFAiders® complete an MHFA Refresher every three years to keep their knowledge, awareness and skills up to date.
Is Mental Health First Aid training suitable for managers?
Mental Health First Aid training can be valuable for managers, but managers also have specific responsibilities that go beyond the Mental Health First Aider role.
Many organisations therefore benefit from providing dedicated mental health training for managers alongside training Mental Health First Aiders.
Is Mental Health First Aid training enough to support workplace wellbeing?
No. Mental Health First Aid can be an important part of a wider workplace wellbeing approach, but it cannot address underlying issues such as unmanageable workloads, poor management practices or organisational causes of stress.
A broader approach should include prevention, early intervention, manager capability, appropriate support and action to address workplace stressors.
