How to
support
mental health
at work
1
Contents
Introduction 3
Looking after your mental health at work 13
10 evidence-based ways to improve your
mental health 14
Check in: how am I doing? 28
Supporting a colleague 30
The financial impact of mental health 41
Employer checklist for creating mentally
healthier workplaces 42
Further reading and resources 45
References 49
2
Introduction
For many of us, work is a major part of our lives.
It is where we spend much of our time, where we get our income
and often where we make new friends. Having a fulfilling job
can be good for your mental health and general wellbeing.
We all have times when life gets on top of us – sometimes that’s
work-related, like deadlines or travel. Sometimes it’s something
else – our health, our relationships, or our circumstances.
We believe in workplaces where everyone can thrive. We also
believe in the role of employers, employees and businesses in
creating thriving communities.
Good mental health at work and good management go hand
in hand and there is strong evidence that workplaces with high
levels of mental wellbeing are more productive.
Addressing wellbeing
at work increases
productivity by as
much as 12%.2
3
After reading this guide you should:
Understand ways to manage
your own mental health at work.
Know how to reach out to a
colleague in distress.
Understand how you can work with
others to make your workplace
more mentally healthy for everyone.
Understand how organisations
and individuals should use
the Equality Act and make use
of reasonable adjustments.
Understand how your
organisation can support their
employees’ mental health.
4
What is mental health?
Mental health is the way we think and feel and our ability to
deal with the ups and downs of life.
We all have mental health, just as we all have physical health.
When we enjoy good mental health, we have a sense of purpose
and direction, the energy to do the things we want to do, and
the ability to deal with the challenges that happen in our lives.
If you enjoy good mental health, you can:
make the most of your potential
cope with what life throws at you
play a full part in your relationships, your workplace,
and your community
Our mental health doesn’t always stay the same. It can
fluctuate as circumstances change and as you move through
different stages in our lives.
Distress is a word used to describe times when a person isn’t
coping – for whatever reason. It could be something at home,
the pressure of work, or the start of a mental health problem like
depression. When we feel distressed, we need a compassionate,
human response. The earlier we can recognise when something
isn’t quite right, the earlier we can get support.
5
What are mental health problems?
We all have times when we feel down, stressed or frightened.
Most of the time those feelings pass, but sometimes
they develop into a mental health problem like anxiety or
depression, which can impact on our daily lives. For some
people, mental health problems become complex and require
support and can become a chronic issue that may require
ongoing treatment.
Factors like poverty, genetics, childhood trauma,
discrimination, or ongoing physical illness make it more likely
that we will develop mental health problems, but mental health
problems can happen to anybody.
Our research shows that most people have some experience
of a mental health problem,2 and studies have suggested that
as many as one in six people experience the symptoms of a
mental health problem in any given week.3
Sadly, over 6,000 people a year die by suicide in the UK4
and having a long-term mental health problem may reduce
life expectancy by up to 20 years due to associated physical
health problems.5
Different mental health problems affect people in different
ways and its key to understand an individual’s experience.
6
Diagnosis is not a definite way to understand a person’s
experience and it can be important in securing support and
treatment specific to the condition.
Regardless of the condition, some people may be able to
manage it well, and others may be severely affected. This may
also change as they get different support or treatment, or as
changing circumstances affect their mental health.
How do I recognise a mental health problem?
Challenges in our work or personal lives can have an impact on
our mental health. Sometimes we may feel our mood change
and not know a precise reason why.
Mental health problems can have a lot of different symptoms
and signs. As a rule, you should seek help from your GP if you
have difficult feelings that are:
stopping you from enjoying your life
impacting your relationships and how you are able to
connect with others
affecting your mood over several weeks
causing you to have thoughts of suicide
7
At work, we might notice that we are more tired than usual.
We might make uncharacteristic mistakes, find it hard to
motivate ourselves, our timekeeping might slip, or we may be
short tempered.
We might look or feel very tired or drained. We might find
we isolate ourselves, avoid colleagues or appear distracted.
We might procrastinate more – or grind to a halt altogether.
Alternatively, we might speed up or become chaotic,
intruding into others’ conversations and work, and taking on
more work than we can manage.
We may find these early warning signs hard to see in
ourselves, and it can help to have colleagues who can help us
connect this to our mental health.
If things progress, you might see more obvious signs of a mental
health problem in a colleague – outbursts of anger or emotion,
absences from work, or not looking after their appearance
as they normally would. You may see signs that they have been
sleeping less or perhaps drinking more in the evening.
8
Why don’t people talk about mental health?
Awareness of mental health is increasing, but we still face a world
where people with mental health problems face discrimination
and can face challenges getting the help they need.
Many people who experience distress try to keep their feelings
hidden because they are afraid of other people’s responses.
Fear of discrimination and feelings of shame are among the top
reasons people give for not telling their colleagues about their
mental health problems.6
When we create workplace cultures where people can be
themselves, it is easier for people to speak about mental health
concerns without fear, and easier for them to reach out for help
when they need it.
Even so, the decision to
disclose distress at work is not
one people take lightly.
It is vital that workplaces
become environments
where people feel safe to
be themselves.
9
What does the law say?
We have a wide range of legal rights that protect our mental
health at work. These range from basic human rights such as
the right to freedom of expression and freedom of association,
to the health and safety legislation that keeps us safe from
hazards, including psychological hazards.
People with ongoing mental health problems are likely to
meet the definition of having a disability under the Equality
Act (2010) in England, Scotland and Wales and the Disability
Discrimination Act (1995, as amended) in Northern Ireland.
This means that people with mental health problems are
protected from discrimination and harassment and are entitled
to reasonable adjustments to adapt their job or work.
To be considered disabled under equality legislation, a person
must have an impairment that has “a substantial, adverse, and
long-term impact on their ability to carry out everyday tasks”.
The Equality Commission for Northern Ireland provides
information about the different protections for people with
mental health problems in Northern Ireland (see page 45).
10
Reasonable adjustments
A disabled person is entitled to ask for reasonable adjustments
to their job or workplace to accommodate their needs.
An adjustment is intended to level the playing field by removing
a barrier to the job that is provided by the effect of their mental
health problem.
Examples of reasonable adjustments might include:
Changing a person’s working pattern to enable
them to start later or finish earlier because of the
side effects of medication, or allowing them to
travel the night before meetings and stay over to
avoid early morning travel.
Providing a person with a laptop, remote access
software and permission to work at home on
set days, or flexibly according to the severity of
their symptoms.
Excusing someone from attending work functions
and client events involving food, instead allowing
them to set up alternative networking arrangements
that achieve similar business returns.
11
Access to Work (see Further reading and resources on page
44) is a government funded scheme that can help to fund
equipment, software, and other support if cost is a barrier to
making reasonable adjustments.
As well as the duty to provide reasonable adjustments, the
Equality Act and the Disability Discrimination Act also protect
people from harassment because of a protected characteristic.
This means that employers have a duty to address bullying
and discriminatory behaviours relating to mental health just as
they would for other protected characteristics such as gender,
sexual orientation, race or faith/belief.
More information on the Equality Act and the Disability
Discrimination Act can be found on page 45.
12
Looking after your
mental health at work
We can all take steps to improve our own mental health and
build our resilience – our ability to cope with adversity. Self-
care is a skill that needs to be practiced. It isn’t easy, especially
if we feel anxious, depressed or low in self-esteem.
Try looking through the 10 evidence-based ways to improve
your mental health.
There’s bound to be one or two you do well. These can be your
assets – your go-to methods for working on your wellbeing.
Look for one or two you find hard. These can be your challenges. It
may be that these areas are the ones you neglect under stress – for
example, drinking too much, isolating yourself or comfort eating,
are all examples of ways we try and cope that are the opposite
of what the evidence tells us works for our mental health.
Finally, look for one or two areas that you feel you could work
on or try. These can be goals. Your goals and challenges can be
the same but it’s sometimes kinder to yourself to have some
goals that you can meet more easily. A worksheet is after our
tips on page 28-29.
13
10 evidence-based
ways to improve your
mental health
Our top tips to support
your mental health at work
14
Talk about your feelings
Be mindful of activity levels
Eat well
Drink sensibly
Manage your relationships
Ask for help
Take a break
Do something you’re good at
Accept who you are
Care for others
15
1. Talk about your feelings
Talking about your feelings can
help you maintain your mental
health and deal with times when
you feel troubled.
It isn’t a sign of weakness; it’s part of
taking charge of your wellbeing and
doing what you can to stay healthy.
It can be hard to talk about feelings at work. If you have
colleagues you can talk to, or a manager who asks how you are
at supervision sessions, it can really help.
Identify someone you feel comfortable with and who will be
supportive. You may want to think about what you want
to disclose, who to and when a good time and place to do
this could be.
If you are open about how you feel at work, especially if you
are a leader, it might encourage others to do the same.
If you don’t feel able to talk about feelings at work, make
sure there’s someone you can discuss work pressures with.
Partners, friends and family can all be a sounding board.
16
2. Be mindful of your activity levels
Regular exercise can boost your self-esteem and can help you
concentrate, sleep, and generally feel better.
Exercising doesn’t just mean doing sport or going to the gym.
Experts say that most adults should do some form of physical
activity every day. Try to make physical activity that you enjoy a
part of your day.
If you work in an office it can make a huge difference to get
out for a walk or do a class at lunchtime, or to build in exercise
before or after work to ease you into the day or create a space
between work time and personal time.
If you have a physical job, you may already be very active in
your day-to-day life. You may find that your job exacerbates or
creates physical health problems, which may also affect your
mental health.
You may need to speak to your manager and Occupational
Health to see if any changes can be made to your working
practices.
17
3. Eat well
What we eat can affect how we feel both immediately and in
the longer term. A balanced diet with lots of vegetables and
fruit is essential for good physical and mental health.
It can be hard to keep up a healthy pattern
of eating at work. Regular meals, plus plenty
of water, are ideal.
Try and plan for mealtimes at work – bringing food from home
or choosing healthy options when buying lunch.
Try and get away from your desk to eat. You could try a lunch
club at work – where you club together to share meals and try
new things.
For busy times, or times when you are feeling low or stressed,
try reducing or giving up caffeine and refined sugar. Make
sure there is a ready supply of fruit/vegetables and snacks like
nuts or trail mix that provides ready nutrients.
Be aware that some people find public eating at
work very stressful because of past or current
eating disorders – so if someone doesn’t want
to come to work dinners, or makes different
food choices in the office, don’t pass comment
or put pressure on them to join in.
18
4. Drink sensibly
We often drink alcohol to change our mood. Some people drink
to deal with fear or loneliness, but the effect is only temporary.
Most people don’t drink at work – but most of us recognise the
pattern of drinking more at the weekend or in the evening when
work is hard going.
Be careful with work functions that include drinking. It can be
tempting to have a drink to get ‘Dutch courage’, but if you feel
anxious you may drink too much and end up behaving in a way
you’d rather not, which will increase feelings of anxiety in the
medium to long term.
19
5. Manage your relationships
Relationships are key to our mental health.
Working in a supportive team is hugely
important for our mental health at work.
We don’t always have a choice about
who we work with, and if we don’t get on
with managers, colleagues or clients, it
can create tension. It may be that you
need to practise more self-care at these times,
but you may also need to address difficulties.
There are more tips for doing that in our guide to relationships
(Mental Health Foundation resources section on page 45).
Work politics can be a real challenge when we have mental
health problems. It can be helpful to find a mentor or a
small group of trusted colleagues with whom you can discuss
feelings about work – to sense check and help you work
through challenges.
Try and make sure you maintain your friendships and family
relationships even when work is intense – a work–life balance
is important, and experts now understand that social isolation
is a powerful predictor of poor physical and mental health.7
20
6. Ask for help
None of us are superhuman. We all sometimes get tired or
overwhelmed by how we feel or when things don’t go to plan.
Your employer may have an Employee Assistance Programme.
These services are confidential and can be access free and in
confidence.
You may also be able to access occupational health support
through your line manager or HR service.
The first port of call in the health service is your GP. 40% of
visits to GPs are about mental health. 8
Your GP may suggest ways that you or
your family can help you, or they may
refer you to a specialist or another part
of the health service.
Your GP may be able to refer you to a
counsellor.
21
7. Take a break
A change of scene or a change of pace
is good for your mental health. It could
be a five-minute pause from what you
are doing, a book or podcast during
the commute, a half-hour lunch break at work, or a weekend
exploring somewhere new. A few minutes can be enough to
de- stress you. Give yourself some ‘me time’. If your employer
offers mental health days – discretionary leave to look after
your wellbeing – take these, and make sure you use them well.
Sleep is essential to our mental health. Listen to your body.
Without good sleep, our mental health suffers and our
concentration goes downhill. Getting good sleep can be
particularly difficult if you work in shift patterns or irregular hours.
You can access our resource on improving your sleep in our
Mental Health Foundation resources section on page 45.
It can be hard to take holidays and time off from work. When
we are stressed, it can seem even harder to take the breaks
we are entitled to – when we need them most. Try and plan
periods of leave for the year so that you always have a break
to look forward to. When you are on leave or at home, resist
the temptation to check in with work. If you find that you can’t
break away, it may be a sign that you should be re-examining
your workload to manage stress.
22
8. Do something you’re good at
What do you love doing? What activities can you lose yourself
in? What did you love doing in the past?
Enjoying yourself can help beat stress. Doing an activity
you enjoy probably means you’re good at it, and achieving
something boosts your self-esteem.9
Concentrating on a hobby, like gardening or doing crosswords,
can help you forget your worries for a while and can change your
mood.
When you feel stressed, it can be easy to forget your talents,
or fall foul of imposter syndrome (where you feel like a fraud,
or that you don’t deserve your successes).
If possible, you should plan your
workload to include tasks you
know you are good at, so as to
‘sandwich’ things you know will be
harder or more stressful.
At work, you may have a hobby you’d
like to share or join in with colleagues
on – a work cycling club, book group
or crafting group can be a great way
to share a skill with others.
23
9. Accept who you are
We’re all different. It’s much healthier
to accept that you’re unique than to
wish you were more like someone else.
Feeling good about yourself boosts
your confidence to learn new skills, visit new places and make
new friends. Good self-esteem helps you cope when life takes a
difficult turn.
Be proud of who you are. Recognise and accept the things you
may not be good at, but also focus on what you can do well.
If there’s anything about yourself you would like to change,
are your expectations realistic? If they are, work towards the
change in small steps.
Self-acceptance and self-care can be very hard when you have
a mental health problem – an ongoing challenge people need to
work on.
It can be tempting to invest everything in building self-esteem
around work success. That can mean that people with
mental health problems give everything at work and are high
achievers. It also creates a risk that when things go wrong,
when mistakes are made, or when change is necessary, people
may take it personally.
24
Mindfulness is a form of meditation that involves
paying deliberate attention to what is happening, as it
happens.
Mindfulness practice can help us to be more
present with ourselves, our work, and our families.
It can help us feel more connected, take stock, and
be compassionate to ourselves and others.
You can download our resource on mindfulness and
find out about our evidence based online mindfulness
course in our Mental Health Foundation resources
section on page 45.
25
10. Care for others
Caring for others is often an important part of keeping up
relationships with people close to you.
Working life can provide opportunities to care for others –
contributing through vocational jobs like nursing or care
work can be hugely significant for mental health.
Working in caring based industries may mean you need
additional support from friends, family, and your employer in
managing the emotions involved in caring.
In other jobs, you can choose to be there for colleagues –
either as a team-mate, or as a line manager, when strategies
like coaching and training are good ways to support others.
Helping can make us feel needed and valued, and that boosts
our self-esteem. Volunteering can be hugely rewarding, and it
helps us to see the world
from another angle. This
can help to put our own
problems into perspective.
26
Many companies have volunteering opportunities and
Corporate Social Responsibility programmes that enable staff
to get involved in community work.
Caring responsibilities at home can be hugely rewarding to
us, but also a source of stress. Our roles as parents, or carers
for relatives, can collide with our work identities.
Carers are at greater risk of developing mental health
problems and employers should be mindful of the challenges
that carers may face with their schedules and additional
responsibilities.
Workplaces that support flexible working, carers’ leave, childcare
voucher schemes and other initiatives to support caring roles
can have a big impact on staff mental health and productivity.
27
Check in:
How am I doing?
My assets
These are your go-to methods
for working on your wellbeing.
My challenges
These are areas you may
neglect under stress.
28
How to use: for this self reflection exercise,
look at the “10 evidence-based ways to improve
your mental health” between pages 16 to 27.
Goals
Your goals and challenges can be the
same but it’s sometimes kinder to
yourself to have some goals that you
can meet more easily.
29
Supporting a colleague
Talking about mental health can seem daunting, but we’ve
all had conversations with people about bereavements,
breakups and other life events – they don’t always start easily
but they often mean a lot to a person having a tough time.
It all starts with asking someone how they are doing in a
warm and authentic way – giving them a chance to realise that
you are being sincere and friendly.
Time and place
There’s a time and place for everything – and when it comes to
talking with someone about their mental health, that means a
time and place that is most comfortable for them.
The last thing anyone needs is to feel rushed. Find a time
where you know you have at least 10 minutes of clear time to
give. You may want to arrange a time for a longer chat – either
in work time if appropriate, or outside work.
You want to find a place that’s comfortable for them. Some
people want peace and quiet – others like hustle and bustle.
It’s very important to devote your full attention to the person
you are reaching out to. That means minimising disruptions like
phones ringing or notifications popping up.
30
Active listening
Listening is vital for every relationship.
Active listening is a term for a range of techniques that keep
us present and engaged in a conversation.
Try and have eye contact, unless the person you are
talking to doesn’t seem comfortable with that.
Be open – that means open arms and turning slightly
towards them.
Acknowledge what’s being said with appropriate
nods and gestures and repeat what they’ve said to check
you got it right.
Ask direct and appropriate questions – but it’s not
appropriate to probe for more details than a person is
prepared to give.
When the conversation ends, recap what you have
discussed and agreed, and make sure you do what you
say you will.
It can help to have some information to hand.
Put some helpline numbers and web links in your phone
to pass on straight away.
31
Managing your own feelings
It can be hard to hear difficult or upsetting things, but you
want to reassure and encourage the person – that means not
showing signs of surprise or judgement.
You want to reassure the person that it’s OK to be speaking to
you, and that you will treat what they say with respect.
It is tempting to immediately start suggesting solutions to
problems – but it’s wise to ask a person what they want to
happen. They may welcome suggestions, but, equally, they may
just need to vent.
How do I respond to thoughts of suicide?
Our research has shown that many people with a diagnosed
mental health condition had gone to work while experiencing
suicidal thoughts or feelings.6
You can ask ‘have you had thoughts about suicide?’ during a
conversation about someone’s mental health.
It is a myth that talking about suicide makes it more likely. If
you are concerned that a colleague might be having thoughts
of suicide, the best thing you can do is ask them directly.
32
By asking directly, you can empower someone to tell you how
they feel and let them know they are not a burden.
If your colleague says they are feeling suicidal or can’t go on, or
if you suspect they are thinking acting on suicidal thoughts, it is
important to encourage them to get help.
They could contact the Samaritans straight away – they can
call 116 123 for free. You could also help them to call their doctor
or a close friend or colleague.
If you are concerned for someone’s immediate safety, or they
tell you that they plan to end their life imminently, you can call
999 and ask for the police or take them to an A&E Department.
How can I support a person with ongoing
mental health problems?
Most people who develop mental health problems recover well,
if they have the right support from the people in their lives.
For some people, an episode of mental ill-health is a one-off,
triggered by events. Equally, there may be no cause at
all. For others, mental health problems can be longer term,
or episodic over a lifetime. Recovery isn’t the same thing as
cure – often people learn to live with aspects of their mental
health problem.
33
Supporting a colleague who has a mental health problem
is about helping them to find ways to recover, helping them
to stay well, and ensuring that the workplace is a safe and
pleasant place to be, free from discrimination.
Remember that the best expert on a person’s needs is
themselves – if there is one golden rule for supporting a
colleague, it is never to assume and always ask.
How can I support someone if they are
off work?
Many people who have mental health problems dread returning
to work after they have been off sick because of their mental
health. It can be awkward to know what to say when people
have been ill, especially if it has never been talked about, or if
their behaviour was unusual when they were unwell.
Whether you are a manager
or a colleague, keeping in
touch and letting someone
know you care is a great way
to prevent awkwardness.
34
You could:
Ask the person who is off work what they would like
their colleagues to be told. Remind colleagues that
the image the person presents to the world – perhaps
through social media – might not reflect their reality.
Invite them out when staff are spending leisure
time together – they may decline, but still appreciate
being asked.
Send cards and call your colleague if you would
normally socialise with them – just as you would if
they had any other health problem.
Give them a call a few days before they return to work
and ask them if there’s anything you can do (maybe
give their desk a tidy, agree to meet for coffee and
walk in together, or go for lunch on the first day).
Greet them when they are back – they are unlikely
to want a fuss made, but you shouldn’t shy away
from talking about their absence. Ask them how they
are, and if there’s anything you can do to support
them from here onwards.
Help them get back into work routines – ask if they
would like your support or attendance at meetings.
35
How can I support someone day-to-day?
Many people who experience mental health problems get through
their difficulties and return to life exactly as it was. We can’t
always assume this. Like with many long-term health conditions,
people with mental health problems may need to make long-term
or permanent changes in their lives or jobs to manage. Colleagues
may need your support on an ongoing basis – don’t assume
that they need special treatment but equally don’t assume that
everything is fine just because some time has passed.
You could:
Check in with colleagues informally in the office
to see how they are doing, and, if you manage
someone, offer them the chance to discuss their
mental health at supervision sessions.
You could offer to be a mentor or coach, or just a
friendly support on an ongoing basis.
You can ask if there’s anything you can do to
support a person to manage their condition. They
might, for example, ask you to help them spot
signs that they may miss that indicate that they
may be becoming unwell.
36
Line manager responsibilities
As a line manager, you play a crucial role in supporting staff
that experience distress and/or mental health problems.
You are the first official contact between the employer and the
individual and you can set the tone and set an example.
In addition to the tips for supporting colleagues, there are several
areas that line managers should be particularly aware of.
Managing absence and return to work
As a manager, you will be responsible for administering an
absence. In mental health-related absence, the longer a person
is away, the less likely they are to return. Early and appropriate
contact can make returning easier.
If a medical certificate from a doctor is required, the individual
should acquire a ‘statement of fitness to work’ (a fit note)
from the GP. This should give you an idea of whether there are
reasonable adjustments you should make.
Sometimes, a phased return to work can be helpful, with
someone working a few hours a day and building back up to
working their contracted hours.
37
If you’re unsure what is reasonable, ask for advice from your
HR manager or occupational health advisor. For external
advice, the conciliation service Acas provides a range of
resources on managing challenging circumstances at work.
Find out more at acas.org.uk.
Performance management and appraisal
Good management practice suggests that regular team
meetings and confidential supervision sessions between
managers and their staff are good for business, staff
engagement and mental health.
Sometimes, a subtle (or more obvious) drop in performance is
the signal that a staff member might be experiencing distress.
If you have to consider a disciplinary process or competence
process, it is wise to keep an open mind as to whether a mental
health concern could be part of the picture.
Clearly, unacceptable behaviour and poor performance must
be addressed, but be aware that fear caused by the stigma
around mental health can prevent a person disclosing a mental
health concern until their job is on the line.
38
Disciplinary or competency policies and procedures where
needed should incorporate health and disability-related issues,
and enable you to factor those in.
Appraisals and career development can be very challenging
to people who have lived experience of mental health problems.
It can be hard to think about strengths if your self-esteem is
poor, and receiving feedback – positive or negative – can be
very difficult.
If a person hasn’t been performing as well as usual, they
may feel guilty or fearful about it. Be honest in assessing their
performance – they may feel their performance is worse than
it is.
It can be useful to agree in advance how to handle any
continuing problems.
Encourage your colleague to
identify factors that might play a
role in them becoming unwell and
consider how to deal with them.
You may also want to agree how
best to respond to a crisis, and
what adjustments you could make
to the job on a permanent basis.
39
Leading during change
The world of work is changing, and many employers find there
is a need to restructure and make redundancies or change staff
working conditions or contracts.
Any change process is a challenge for staff mental health.
If you have to plan a change process, you can balance some
of the obvious stressful aspects by ensuring that decisions are
communicated effectively, that people have as much
time as practically possible to digest decisions, and that
support is made available both within the workplace and via
external support like employee assistance programmes and
support to find new employment.
For people with lived experience of mental health problems,
change processes can be especially stressful. They may
expect to be made redundant, may need extra support, may
become unwell, or, conversely, may not put themselves
forward for promotion when they are suitable.
If you have staff who you know have a history of mental
health problems, it is worth specifically adjusting for this when
planning change.
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The financial impact
of mental health
The human cost of poor mental health is reflected in
the financial cost for employers and society more broadly.
Overall, poor mental health currently costs the UK
approximately £118 billion a year.10
However, the value added to the economy by people who are at
work and have or have had mental health problems is as high as
£225 billion per year, which represents 12.1% of the UK’s total GDP.
Good working practices can make for a happy and more
productive workforce. Research into return on investment
analysis of employee mental health interventions has shown that
on average, for every £1 spent on supporting mental health,
employers get nearly £4.70 back in improved productivity. 11
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Employer checklist for creating
mentally healthy workplaces
Value mental health and wellbeing as core assets of
your organisation:
Commit to developing an approach to mental health
at work that protects and improves mental health
for everyone, whilst supporting those people who
experience distress.
Designate board champions and ensure senior
leaders and middle managers are responsible for
implementing mental health programmes.
Commit to reviewing the way you do business to ensure
your everyday working culture is as mentally healthy as
possible. Make evidence based mental health promotion
tools like mindfulness and exercise available to all staff.
Regular staff surveys and other research to build
data about staff mental health, using findings to plan
and deliver action and inform workplace policies.
Recognise and celebrate the impact of existing
employee benefits and corporate social responsibility
activities on the mental health and wellbeing of staff.
42
Support the development of compassionate and
effective line management relationships:
Provide opportunities for managers to attend relevant
training to support staff living with mental health
problems and the wellbeing of all staff more widely.
Provide proactive support for staff line managing people
with mental health problems, including access to HR
and, where necessary, occupational health services.
Recognise that line managers who have personal
lived experience of mental health problems are a
unique asset to a company.
Address discrimination:
Ensure that discrimination on the grounds of
mental health status is seen as unacceptable, as
well as discrimination in relation to other protected
characteristics such as race, gender or sexual orientation.
Encourage staff to report any discrimination or
harassment they face and to blow the whistle on
discrimination they witness.
Support national and local anti-stigma initiatives
such as ‘Public Health Wales’ Hapus, See Me and Mental
Health Awareness Week.
43
Value the diversity and transferable skills that lived
experience of mental health problems bring and support
disclosure:
Include mental health in diversity and inclusion
strategies and recognise the mental health
component of wider equality initiatives.
Ensure your business creates opportunities to link
with employability providers to enable people with
mental health problems to join your workforce.
Give people positive reasons to disclose by
establishing a culture that values authenticity and
openness – this should be led from the top of the
organisation.
Explore setting up peer support and mentoring
programmes for staff with lived experience of mental
health problems.
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Further reading
and resources
Access to Work
Government funded scheme to support employers to make
reasonable adjustments to work.
gov.uk/access-to-work
Acas
Conciliation service, providing briefings, training and support
on conflict at work, discrimination and dispute.
acas.org.uk
Equality Act and Disability Discrimination
equalityhumanrights.com/en/advice-and-guidance/disability-
discrimination
Disability Discrimination Act (Northern Ireland)
equalityni.org
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Mental Health
Foundation resources
How to guides
Short, evidence based guides on different topics:
anxiety and fear
stress
sleep
exercise
mindfulness
later life
the truth about self harm.
Our best mental health tips
A guide sharing our top tips for good mental health, backed by
research.
mentalhealth.org.uk/explore-mental-health/publications
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In Northern Ireland
Minding Your Head
National mental health and emotional wellbeing
campaign from the Public Health Agency (PHA) and Health
and Social Care (HSC).
mindingyourhead.info
In Scotland
SeeMe at Work
National anti-stigma programme co-delivered by the
Mental Health Foundation and SAMH.
seemescotland.org/workplace/see-me-in-work
In Wales
‘Public Health Wales’ Hapus
National good mental wellbeing programme in Wales.
hapus.wales
47
Useful contacts
and notes
48
References
1. Oswald, A.J., Proto, E., & Sgroi, D. (2015). Happiness and
Productivity. Journal of Labor Economics, 33 (4), 789-822.
doi:10.1086/681096.
2. Mental Health Foundation. (2017). Surviving or Thriving? The
state of the UK’s mental health. Mental Health Foundation:
London. Available online at: mentalhealth.org.uk/explore-
mental-health/publications/surviving-or-thriving-state-uks-
mental-health [retrieved 4 September 2024].
3. McManus, S., Bebbington, P., Jenkins, R., & Brugha, T.
(Eds.) (2016). Mental health and wellbeing in England: Adult
Psychiatric Morbidity Survey 2014. Leeds: NHS Digital.
Available online at: discovery.ucl.ac.uk/id/eprint/1518055/1/
APMS%202014-full-rpt.pdf [retrieved 4 September 2024].
4. Office for National Statistics (ONS) (2024). Suicides in England
and Wales: 2023 registrations. Available online at: ons.gov.uk/
peoplepopulationandcommunity/birthsdeathsandmarriages/
deaths/bulletins/suicidesintheunitedkingdom/2023 [retrieved
4 September 2024].
5. Chesney, E., Goodwin, G. M. and Fazel, S. (2014). Risks of
all-cause and suicide mortality in mental disorders: a meta-
review. World Psychiatry, 13, 153–160. doi:10.1002/wps.20128.
6. Mental Health Foundation. (2016). Added Value: Mental
49
health as a workplace asset. Mental Health Foundation:
London. Available online at mentalhealth.org.uk/explore-
mental-health/publications/added-value-mental-health-
workplace-asset [retrieved 4 September 2024].
7. Holt-Lunstad, J., Steptoe, A. (2022) Social isolation:
An underappreciated determinant of physical health.
Current Opinion in Psychology, 43, 232-237. Doi:10.1016/j.
copsyc.2021.07.012.
8. Mind (2018) 40% of all GP appointments about mental
health. Available online at: mind.org.uk/news-campaigns/
news/40-of-all-gp-appointments-about-mental-health
[retrieved 4 September 2024].
9. NHS (2023) Raising Low Self-Esteem. Available online at:
nhs.uk/mental-health/self-help/tips-and-support/raise-
low-self-esteem/ [retrieved 4 September 2024].
10. Mental Health Foundation. (2022) The economic case for
investing in the prevention of mental health conditions in
the UK. Mental Health Foundation: London. Available online
at mentalhealth.org.uk/about-us/news/mental-health-
problems-cost-uk-economy-least-gbp-118-billion-year-new-
research [retrieved 5 September 2024].
11. Deloitte (2024) Poor mental health costs UK employers
£51 billion a year for employees. Available online at:
deloitte.com/uk/en/about/press-room/poor-mental-
health-costs-uk-employers-51-billion-a-year-for-employees
[retrieved 4 September 2024].
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Together, we can help everyone
have better mental health.
Poor mental health is not inevitable, and we believe
everyone deserves good mental health. No-one living
in the UK should be deprived of the opportunity
for good mental health because of who they are, the
community they come from or where they live.
Mental Health Foundation is the only UK charity solely
focused on preventing poor mental health and building
and protecting good mental health. We research,
develop and campaign for new and more effective ways
to support and protect people’s good mental health.
We hope you found this
booklet informative and useful.
We rely on public donations
and grant funding to
continue our vital work. Please
consider making a donation
mentalhealth.org.uk/donate
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