Supporting Mental Health at Work: Practical Guidance for Managers and Colleagues
This blog is developed from the leaflet How to Support Mental Health at Work provided by the Mental Health Foundation to encourage awareness of mental health in the workplace and provide actionable steps to create a safe and supportive environment for staff.
A fulfilling job can significantly benefit your mental health and overall wellbeing. Work is where we spend much of our time, earn our income, and often build friendships. However, life’s challenges—whether work-related or personal—can impact mental health, making it vital to address these issues for everyone in the workforce.
Starting Conversations About Mental Health
Discussing mental health may feel intimidating, but it can be approached like any sensitive conversation about bereavements, breakups, or life events. Key tips include:
Choose an appropriate time and place, allowing at least 10 minutes for the conversation.
Give the person your full attention—minimise interruptions and distractions.
Practice active listening:
Maintain eye contact where comfortable.
Be open and engaged, using gestures or nods to show understanding.
Reflect and summarize what they say to ensure clarity.
Ask relevant questions without pressing for information they’re not ready to share.
Follow up after the conversation and support any agreed actions.
Keep useful contacts handy, such as mental health hotlines and websites.
Responding to Thoughts of Suicide
Addressing suicidal thoughts directly does not increase risk. If you suspect a colleague may be considering suicide:
Ask clearly, e.g., “Have you had thoughts of suicide?” Avoid euphemisms.
Encourage professional help and support.
Provide contacts for immediate help, such as Samaritans (116 123 in the UK).
If there’s imminent danger, call 999 or accompany them to A&E.
Supporting Colleagues With Ongoing Mental Health Challenges
Encourage recovery by helping colleagues maintain their health and a supportive work environment.
Ask the person what support they need—never assume.
Maintain contact while they are off work:
Check in and offer support.
Keep them informed without overwhelming them.
Offer social invitations or practical help when appropriate.
Help them reintegrate smoothly when returning to work.
Day-to-Day Support
Check in informally with colleagues and provide opportunities to discuss mental health.
Volunteer as a mentor or coach if appropriate.
Assist in identifying early warning signs and coping strategies.
Treat colleagues consistently—time elapsed since an episode doesn’t negate ongoing needs.
Line Manager Responsibilities
Line managers have a pivotal role in supporting employee mental health:
Managing Absence and Return to Work
Handle absences with understanding and early intervention.
Use fit notes or occupational health advice where needed.
Consider phased returns or reasonable adjustments.
Performance Management and Appraisal
Conduct regular team meetings and private supervision.
Consider mental health issues before applying disciplinary measures.
Provide clear, constructive feedback, accounting for potential health impacts.
Leading During Change
Communicate workplace changes clearly.
Allow time for employees to process news and provide support.
Consider staff with a history of mental health issues during transitions.
