Supporting mental health at work isn’t just about ticking boxes or following trends—it’s about fostering a culture where employees genuinely feel valued, understood, and supported. This doesn’t happen overnight, but by reflecting on what’s already in place and taking thoughtful steps forward, organisations can create environments that truly prioritise wellbeing.
Here we explore some key strategies, along with reflective questions to guide your thinking and practical resources to help you take action.
Start with Critical Reflection
To make sure you are putting in place a set of policies and practices that fit with your organisation’s culture, its critical to reflect on where you are, what you already have, and what your people need and want.
1. Do You Have the Right Policy—and Is It Working?
Having a mental health policy is a good foundation, but it’s only as effective as its implementation. Too often, policies gather dust because employees don’t know about them, or they don’t address the real challenges people face.
Questions to Ask Yourself:
- Does your organisation have a mental health policy, and is it easy for employees to find and understand?
- How do you promote the policy to staff? Does it feel meaningful, or is it just a formality?
- What outcomes are you measuring? For example, are you looking at improved morale, reduced absenteeism, or increased engagement?
Tip: Explore frameworks like the Mental Health at Work Commitment by Mind, which provides a roadmap for embedding mental health into workplace culture.
2. Are Your Managers Equipped to Help—or Are They Overwhelmed?
Managers are often the first point of contact for employees struggling with their mental health, but many feel unprepared for these conversations. Simply providing training isn’t enough if managers are also battling heavy workloads and unclear boundaries.
Questions to Ask Yourself:
- Do your managers know how to have supportive, non-judgemental conversations about mental health?
- Are they clear on when and how to refer employees to additional support, such as Employee Assistance Programmes (EAPs)?
- What systemic issues—like excessive targets or long hours—might undermine their ability to help?
Tip: Mind offers a Mental Health for Managers toolkit, full of practical advice and case studies to help managers feel confident and supported in their role.
3. Is Work-Life Balance Actually Balanced?
Flexible working has become a staple of wellbeing strategies, but it isn’t a magic solution. For some employees, the flexibility to work from home or adjust hours is transformative; for others, it can lead to blurred boundaries and burnout.
Questions to Ask Yourself:
- Are flexible working policies applied fairly across your organisation?
- Do you have clear guidelines around after-hours communication, such as “no email” policies during evenings or weekends?
- How do you encourage employees to truly switch off and recharge?
Tip: The Chartered Institute of Personnel and Development (CIPD) provides excellent resources on managing flexible working while maintaining wellbeing.
4. Is Mental Health Embedded in Your Day-to-Day Culture?
Awareness days and wellbeing events are great for starting conversations, but real change happens in the everyday. Employees need to see that mental health is a priority all year round—not just during campaigns.
Questions to Ask Yourself:
- Are mental health discussions a regular part of team meetings or 1:1s?
- Do senior leaders openly advocate for mental health, or does it feel like it’s just an HR-driven initiative?
- How do you gather employee feedback on whether they feel supported?
Tip: The UK government’s Thriving at Work Report from 2018, backed up by ongoing research by Deloitte with the latest 2024 data, highlights simple, evidence-based actions to integrate mental health into workplace culture.
5. Are You Listening to What Your Space Says?
The design of your workplace can have a surprising impact on mental health. Noise, lighting, and the availability of quiet spaces all affect how people feel at work—particularly those with sensory sensitivities, such as neurodivergent employees.
Questions to Ask Yourself:
- Have you asked employees how the physical environment impacts their mental health?
- Do you provide quiet zones or other spaces for relaxation and focus?
- Are there small adjustments, like improving lighting or offering noise-cancelling tools, that could make a big difference?
Tip: Public Health England published a report that offers recommendations on creating environments that promote both physical and mental health.
Moving Beyond the Basics
Creating a mental health-friendly workplace isn’t just about introducing a few new initiatives; it’s about continuous reflection and improvement. The most successful strategies are those that are shaped by employee input, regularly reviewed for impact, and championed by leadership at every level.
Reflective Questions for Building a Strategy:
- What are the mental health priorities for your organisation, and are they clearly communicated?
- How do you involve employees in shaping your wellbeing programmes?
- Are leaders held accountable for fostering a culture of wellbeing, or does it fall solely to HR?
Why It’s Worth the Effort
Research shows that mental health-friendly workplaces benefit everyone. Deloitte estimates that for every £1 spent on mental health interventions, organisations see a £5 return in reduced absenteeism and increased productivity. More importantly, prioritising mental health builds trust, improves retention, and fosters a happier, healthier workforce.
By asking the right questions and taking small but meaningful steps, you can create a workplace where everyone feels supported to thrive—not just survive.
