How to raise awareness of mental health in the workplace

Raising awareness of mental health in the workplace means helping employees understand wellbeing, reducing stigma and ensuring people feel safe to speak up. Employers can do this through open communication, manager training, clear policies, mental health champions and access to support such as an EAP. These actions strengthen psychological safety, reduce absence and help organisations meet their legal duty of care.

Why Mental Health Awareness Matters for Employers

Poor mental health is now one of the leading causes of sickness absence and reduced productivity across UK workplaces. When employees feel unable to talk about stress, anxiety or burnout, issues escalate quickly — often resulting in long‑term absence, presenteeism and higher turnover.

For employers, raising awareness is not only the right thing to do; it supports:

• Better employee engagement

• Lower absence costs

• Stronger retention

• A healthier, safer working environment

• Compliance with the Equality Act 2010 and duty of care obligations

What Does Mental Health Awareness Mean in the Workplace?

Mental health awareness is the ability to recognise, understand and talk openly about mental wellbeing. In a workplace context, it means:

• Reducing stigma around mental health

• Encouraging early conversations

• Helping employees recognise signs of stress or burnout

• Ensuring managers know how to respond

• Providing clear pathways to support

When awareness is high, employees feel psychologically safe — and employers can intervene early before issues escalate.

How Employers Can Raise Mental Health Awareness

1. Encourage Open Conversations

Normalise discussions about mental health by:

• Including wellbeing in team meetings

• Sharing regular wellbeing updates

• Encouraging leaders to model openness

• Promoting a culture where employees feel safe to speak up

Psychological safety is one of the strongest predictors of team performance — and it starts with open dialogue.

2. Train Managers in Mental Health Awareness

Managers are often the first to notice changes in behaviour or performance. Equip them with:

• Mental health awareness training

• Guidance on how to start supportive conversations

• Knowledge of reasonable adjustments

• Clear escalation pathways

This helps managers respond confidently and consistently.

3. Promote Your Wellbeing Policies

Employees need to know what support is available. Make policies visible and easy to understand, including:

• Stress management policies

• Mental health and wellbeing policies

• Absence and return‑to‑work procedures

• Reasonable adjustment guidance

Clear policies help employees feel supported and help managers act fairly.

4. Introduce Mental Health Champions

Mental health champions or wellbeing ambassadors can:

• Signpost support

• Promote wellbeing initiatives

• Encourage early conversations

• Reduce stigma across teams

They act as trusted, approachable points of contact.

5. Provide Access to Professional Support

An Employee Assistance Programme (EAP) is one of the most effective ways to raise awareness and provide early intervention. An EAP offers:

• 24/7 mental health support

• Confidential counselling

• Manager guidance

• Critical incident support

• Wellbeing resources

Promote your EAP regularly so employees know how to access it.

Related article: 9 ways to promote your EAP

6. Run Awareness Campaigns and Activities

Regular campaigns help keep wellbeing front of mind. Employers can:

• Mark Mental Health Awareness Week

• Share wellbeing newsletters

• Host webinars or workshops

• Promote stress‑reduction tips

• Encourage healthy work habits

Consistent messaging reinforces a culture of care.

7. Review Workloads and Working Practices

Raising awareness is not just about communication — it’s also about prevention. Employers should:

• Monitor workloads

• Review job design

• Encourage breaks and healthy boundaries

• Support flexible working where possible

A proactive approach reduces stress at the source.

Legal Duties for UK Employers

Under the Equality Act 2010, mental health conditions can be classed as disabilities. Employers must:

• Avoid discrimination

• Make reasonable adjustments

• Provide a safe working environment

• Follow ACAS guidance on managing mental health

Raising awareness helps organisations meet these obligations.

How HA | Wisdom Wellbeing Can Support Your Organisation

HA | Wisdom Wellbeing provides comprehensive support to help employers build a mentally healthy workplace. Our Employee Assistance Programme includes:

• 24/7 mental health helpline

• Structured counselling

• Manager support and guidance

• Critical incident and trauma support

• Wellbeing resources and toolkits

This gives employees immediate access to professional help — and gives employers confidence that support is always available.

FAQs

What is mental health awareness in the workplace?

It refers to helping employees understand mental wellbeing, reducing stigma and ensuring people feel safe to talk about stress, anxiety or burnout.

How can employers raise mental health awareness?

Through open conversations, manager training, wellbeing policies, mental health champions and access to support such as an EAP.

Why is mental health awareness important for employers?

It reduces absence, improves engagement, supports retention and helps organisations meet legal duties.

What are employers’ legal responsibilities for mental health?

Under the Equality Act 2010, employers must avoid discrimination, make reasonable adjustments and provide a safe working environment.

How can managers support mental health awareness?

By recognising early signs, having supportive conversations and signposting employees to available support.

What role do mental health champions play?

They promote wellbeing, reduce stigma and help employees access support.

How does an EAP help raise awareness?

It provides 24/7 confidential support, counselling and wellbeing resources that employees can access at any time.

What are practical steps employers can take today?

Communicate openly, train managers, promote policies, review workloads and highlight available support.

Related Entities

Workplace mental health awareness The understanding, recognition and open discussion of mental wellbeing across an organisation, helping reduce stigma and encourage early support.

Employer duty of care A legal and moral responsibility requiring employers to protect employee health, safety and wellbeing, including mental health.

Psychological safety A work environment where employees feel safe to speak up, share concerns and ask for help without fear of negative consequences.

Mental health training for managers Skills‑based training that helps managers recognise early signs of poor mental health, hold supportive conversations and signpost employees to help.

Employee Assistance Programme (EAP) A confidential support service offering 24/7 mental health guidance, counselling and wellbeing resources for employees and managers.

Wellbeing policies Organisational policies that outline how employers support mental health, manage stress and provide reasonable adjustments.

Mental health champions Trained employees who promote wellbeing initiatives, reduce stigma and encourage colleagues to access support.

Reasonable adjustments Changes to working arrangements that help employees with mental health conditions perform their role effectively.

Occupational health assessments Specialist clinical assessments that help employers understand an employee’s health needs and implement appropriate support.

Stress risk assessments A structured process to identify workplace stressors and reduce risks that could impact employee mental health.