Supporting Mental Health in the Workplace: A Practical Guide for Employers

Workplace mental health directly affects productivity, absence, engagement and organisational performance. Employers have a legal duty of care to protect psychological wellbeing under UK legislation, including the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1999 and the Equality Act 2010. This guide explains the impact of poor mental health, how to recognise early signs, what the law requires, and the practical steps employers can take to build a supportive, high‑performing workplace.

Why Workplace Mental Health Matters

Mental health influences how employees think, feel and perform at work. When someone is struggling, everyday tasks become harder to manage, and this can quickly develop into a cycle of stress, anxiety or depression.

Supporting mental health isn’t just a moral responsibility — it’s a business necessity. Poor mental health affects productivity, increases absence, damages morale and can harm an organisation’s reputation.

The Impact of Poor Mental Health on Work

How mental health affects performance

Mental health challenges can affect anyone. When left unsupported, they can limit an employee’s ability to cope with workload, pressure and change.

Key statistics • 16.4 million working days lost to stress, depression and anxiety in 2023/24 (HSE).

• Average cost of absence for mental health: £250 per day.

• Estimated annual cost per affected employee: £4,000.

• Presenteeism costs UK businesses an estimated £25bn per year.

These figures highlight the scale of the issue — and the opportunity for employers to intervene early.

Recognising the Signs of Poor Mental Health

General indicators Mental health issues aren’t always obvious. Early signs may include:

• Sudden mood changes

• Withdrawal or isolation

• Heightened worry or sensitivity

• Physical symptoms such as headaches or fatigue

Workplace‑specific indicators

Leaders should also look for:

• Missed deadlines

• Reduced output or quality

• Increased lateness

• Decline in appearance or self‑care

• Disengagement or avoidance of tasks

Regular one‑to‑ones help managers spot changes early and offer support.

Legal Responsibilities for Employers

Employers have a legal duty of care to protect employees’ mental health. Several key pieces of UK legislation apply:

Health and Safety at Work Act 1974

Requires employers to ensure the health, safety and welfare of employees — including mental health. Failure to comply can result in unlimited fines or imprisonment.

Management of Health and Safety at Work Regulations 1999

Requires employers to conduct risk assessments, identify hazards and take reasonable steps to reduce risks such as work‑related stress.

Equality Act 2010

Mental health conditions that have a long‑term impact on daily life may qualify as a disability. Employers must make reasonable adjustments and protect employees from discrimination.

How Employers Can Support Mental Health at Work

1) Encourage open communication

Normalise conversations about mental health and create safe spaces for employees to share concerns.

2) Reduce stigma

Challenge harmful attitudes and promote a culture where seeking support is seen as a strength.

3) Provide reasonable adjustments

Examples include flexible hours, reduced workload, quiet spaces or additional training.

4) Signpost support

Ensure managers know how to direct employees to appropriate services such as counselling, Occupational Health or trauma support.

5) Conduct wellbeing risk assessments

Regular assessments help identify stressors and inform a proactive mental health strategy.

6) Train Mental Health First Aiders

MHFA training equips employees to recognise signs of poor mental health and offer initial support.

7) Hold regular one‑to‑ones

Consistent check‑ins help identify issues early and maintain trust.

8) Provide mental health resources

This may include wellbeing apps, self‑help tools or access to an Employee Assistance Programme (EAP).

9) Use Occupational Health assessments

OH assessments support employees returning to work after mental health‑related absence.

10) Reinforce a supportive culture

Policies and training only work when leaders model supportive behaviours and reinforce expectations.

How an Employee Assistance Programme (EAP) Helps

An EAP is one of the most effective ways to support employee mental health. With HA | Wisdom Wellbeing’s EAP, employees gain:

• 24/7/365 confidential helpline

• Access to qualified counsellors

• Online CBT and wellbeing tools

• Manager guidance and training

• MHFA courses and Occupational Health support

This creates a comprehensive support pathway that reduces absence, improves engagement and strengthens organisational resilience.

Conclusion: Building a mentally healthy workplace

Supporting mental health in the workplace is essential for organisational success. When employers invest in wellbeing, they reduce absence, improve performance and create a healthier, more productive workforce. A proactive approach — supported by strong policies, trained managers and an effective EAP — helps organisations build a culture where people can thrive.

FAQs

What does “workplace mental health” actually mean?

Workplace mental health refers to how employees think, feel and cope at work. It includes emotional wellbeing, stress levels, resilience and the ability to manage workload, change and pressure. When mental health declines, performance, engagement and attendance are often affected.

How does poor mental health impact business performance?

Poor mental health can lead to higher absence, reduced productivity, presenteeism and disengagement. UK employers lose millions of working days each year to stress, anxiety and depression, and presenteeism alone is estimated to cost businesses around £25bn annually.

What early signs of poor mental health should employers look for?

Common indicators include mood changes, withdrawal, increased worry, fatigue, reduced output, missed deadlines, lateness and changes in appearance or behaviour. These signs often appear gradually, so regular one‑to‑ones help managers identify concerns early.

What legal responsibilities do employers have around mental health?

Employers must protect employees’ mental health under the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1999 and the Equality Act 2010. This includes conducting risk assessments, reducing work‑related stress and making reasonable adjustments.

What practical steps can employers take to support mental health?

Effective actions include encouraging open conversations, reducing stigma, offering reasonable adjustments, training Mental Health First Aiders, conducting wellbeing risk assessments, holding regular check‑ins and providing access to mental health resources or an EAP.

How can an Employee Assistance Programme (EAP) help?

An EAP provides employees with 24/7 confidential support, counselling, online wellbeing tools and guidance for managers. It helps organisations reduce absence, improve engagement and create a more resilient, supportive workplace culture.

When should employers consider Occupational Health support?

Occupational Health assessments are recommended when an employee’s mental health affects their ability to work or after a period of absence. OH provides professional recommendations to support a safe, sustainable return to work and helps employers meet their duty of care.

Related entities

Workplace mental health — The emotional and psychological wellbeing of employees and how it affects performance, engagement and attendance.

Work‑related stress — Pressure or demands at work that exceed an employee’s ability to cope, often leading to anxiety, burnout or absence.

Presenteeism — When employees attend work but perform below capacity due to mental or physical health issues, reducing productivity.

Duty of care — An employer’s legal responsibility to protect the health, safety and wellbeing of their workforce.

Mental Health First Aid — Training that equips employees to recognise signs of poor mental health and provide initial support.

Occupational Health — Clinical assessments and recommendations that help employees stay well at work or return after absence.

Employee Assistance Programme (EAP) — A confidential support service offering counselling, advice and wellbeing resources for employees.

Wellbeing risk assessment — A structured review of workplace stressors and mental health risks to inform employer action.

HA | Wisdom Wellbeing — A leading UK and Ireland provider of EAP, mental health and wellbeing services for employers.