How to stay sane in an insane world
One in every four people experience mental health problems, and an estimated 70 million working days are lost due to mental health issues in the UK each year.
This morning, on National Stress Awareness Day, I attended a Mental Health in the Workplace session by Collingwood Legal. It was an informative and inspiring morning, with a helpful legal outline presented by Principal Solicitor Paul McGowan, and a personal testimony with practical advice from writer Jeremy Thomas.
It’s good practice to look out for the health of those around us, but I was also struck to learn that mental health problems cost employers an estimated £30 billion a year.
So — how can we guard our own mental health? And how can we support those in our workplaces to take care of theirs?
Prevention is Better Than Cure
Manage Your Stress Levels
Jeremy suggested using an app like Freedom, which allows you to disconnect from the internet for a set period. No more pings or distractions — giving you space to focus or switch off.
Personally, I’ve found that prioritising, delegating, and saying no when necessary are liberating and empowering habits that have hugely boosted my productivity.
Get Good Sleep
It’s easy to burn the candle at both ends, but working to the point of burnout helps no one.
Keeping perspective — recognising that perfection may not be possible — helps us switch off. Take a walk, avoid screens, cut the caffeine, curl up with a good book, and unwind.
Richard used to ask me: “Is this something worth losing sleep over?” The answer is almost always “No!”
Have a Routine
When we get busy, it’s tempting to skip meals. But running on empty affects our mood, performance, and mental health.
Regular, healthy meals — plus time for sport, hobbies, and family — support balance, perspective, and resilience.
Exercise
Keeping active benefits both body and mind. It helps us feel better, reduces depression risk, improves sleep, and boosts self-esteem.
You don’t need to run a marathon — a 20-minute brisk walk each day can make a difference. What’s stopping you?
Keep Targets Realistic
Jeremy recommends keeping your to-do list to just three items. This helps focus your energy and gives a sense of achievement without overwhelm.
Manage Your Anger
Anger isn’t always wrong — it’s how we handle it that matters. Identify it, cool off, and channel it productively.
A physical outlet, like sport, can help release tension and restore calm.
Be Proud
Don’t let others put you down, and don’t speak negatively about yourself. Confidence and self-kindness are key to mental fitness.
Talk About It
Share how you feel with someone you trust. Employers should ensure open communication about mental health — before issues become serious.
You can also reach out to friends, family, counsellors, or colleagues. Don’t bottle it up.
Mental Health First Aid England offers excellent training and resources to help recognise and respond to early signs of mental ill health.
Warning Signs
When we’re physically ill, taking time off feels natural. But with mental illness, stigma and shame often stop people seeking help early — leading to crisis and long-term absence.
Jeremy identified warning signs that we can look out for in ourselves and others. As a rule of thumb, noticing four or more signs over a few weeks means professional help should be sought immediately:
Feelings of hopelessness or pessimism
Feelings of worthlessness, guilt, or helplessness
Thoughts of death or suicide
Restlessness
Irregular sleep
Decreased energy
Changes in mood
Insomnia
Difficulty making decisions
Appetite or weight loss
Persistent sadness or anxiety
Tearfulness
How Employers Can Help
Since 54% of people say their depression was caused at least in part by work problems, it’s vital that employers take action.
Paul McGowan identified that employers have control over factors such as:
Workload
Work variety
Work relationships
Culture
Communication
Bullying
What changes could you make to support mental health in your organisation?
Creating a Supportive Culture
Line managers should be trained and encouraged to support staff proactively.
A culture of openness, awareness, and regular one-to-one meetings helps ensure workloads remain manageable and staff don’t become overwhelmed.
When concerns arise, Collingwood Legal recommends the following approach for sensitive discussions:
Find a private, appropriate place
Ask open questions (e.g. “How are you doing?”)
Listen and respond appropriately
Develop an action plan
Encourage seeking advice and support
Ensure confidentiality
Offer reassurance
Reasonable Adjustments Under the Equality Act 2010
The Equality Act 2010 requires employers to make reasonable adjustments for applicants or employees with disabilities, including long-term mental health conditions.
Suggested adjustments include:
Flexible hours
Phased return or reduced hours
Change of work area
Working from home
Break times
Quiet room or rest space
Time off for therapy or counselling
Reallocation of tasks or duties
Redeployment
Additional managerial support
Extra training or mentoring
A Personal Reflection
Mental health issues carry both financial and human costs. Raising awareness and removing stigma can help people recognise warning signs and seek help early.
On #NationalStressAwarenessDay, I’ll tentatively raise my own hand as one of the one in four who have experienced mental ill health.
Stress led me to take nine months off work three years ago. But from where I stand today — running a successful and fulfilling business — I see that experience as a blessing. It led me on an unexpected journey into self-employment (read more here) and taught me valuable lessons about resilience and balance.
By practicing the good habits above, I’ve never been more mentally strong.
So there you have it — risk management advice that’s been tried and tested.
And it really works.
