Mental health at work: closing the gap between intent and impact
As we reflect on the recent mental health awareness week, there is a common perception that employers are either not willing to help employees who suffer with mental health conditions, or do not want to spend time or resources on making adjustments to working practices. What is evident from my experience of regularly working with clients and business owners of businesses of all sizes and from all sectors, is that employers do generally want to ensure their employees are fully supported in their workplace, and that the work environment is one of inclusivity where people are able to bring their whole self to work. What may be missing however, is an employer being able navigate the situation where an employee may not necessarily want to share their mental health struggles, for fear of reprisal or a perception that this would negatively impact their progression within an organisation.
Published: May 16th, 2025
6 min read
ACAS produced some really useful guidance which has now been archived (“promoting positive mental health in the workplace”), however the principles it advocates still remain relevant and will help in creating a workplace where individuals feel able to be open about their mental health and any support they may need. When an employer understands mental health, they are better able to support their employees. This may mean that an employer could think about how any stigma associated with mental health could be eliminated from the workplace; if there may be any causes of mental health which may originate from the workplace and how then to take action to remove or amend these. A business owner could then look at training staff so that they feel able to be open about their mental health in the workplace, support each other and understand what support may be available.
I have personally experienced the benefit of mental health first aiders in the workplace, where peers who have been trained can guide colleagues towards the right support, and can recognise the signs and symptoms of common mental health illnesses. Indeed there have been calls for the Government to make it a legal requirement for workplaces to have someone training in mental health first aid, as well as physical first aiders.
There are many triggers for poor mental health within the workplace which organisations can watch out for such as unmanageable workloads or demands, poorly defined job roles and responsibilities, lack of control over work, job insecurity, lack of work / life balance, to name but a few. Organisations which are alive to these potential triggers will be best placed to take pre-emptive action to support employees. In my experience, many employers are already mindful of these challenges and are committing to tackle these issues and put in place mechanisms to support employees who can thrive at work. As it was set out in the Stevenson / Farmer Review (which can be found here); “Good work consists of autonomy, fair pay, work life balance and opportunities for progression, and the absence of bullying and harassment. Good work can help prevent new mental health problems and support those with existing conditions to get on in work and thrive.”
If workplaces and businesses can achieve “good work” and all that this consists of, it will undoubtedly create a happier and healthier and economically productive work force.
For further information please contact Jo Handler
