This week, 12–18 May, marks Mental Health Awareness Week across the UK. The Mental Health Foundation has set the theme of community for this year.
The focus on community couldn’t be more timely: being part of a supportive, connected group is vital for our mental health and wellbeing, both in and out of the workplace.
According to the HSE, more than 1.7 million UK workers suffered from work-related ill health in the last year, with nearly half of those cases linked to stress, depression, or anxiety. Employers have a vital role in supporting their teams’ mental health. In line with this, the HSE has launched a new free online resource this week to help employers carry out risk assessments for stress in the workplace. This is the latest addition to HSE’s Working Minds campaign, which encourages employers to adopt the 5R approach alongside the risk assessment process – Reach out and talk; Recognise the signs and causes; Respond and take action; Reflect on the actions; Routinely monitor.
But what does adequate support look like in practice? It’s about more than ticking boxes or running a one-off wellbeing event. Real change happens when mental health becomes woven into the fabric of workplace culture. By developing and implementing an effective mental health at work plan, employers can promote good mental health for all employees and identify the support available for those who need it. By regularly monitoring mental health statistics, talking to employees and understanding the risks present, employers can take action and make a real difference.
Creating a Culture of Openness
The most supportive workplaces are those where people can openly discuss their mental health without fear of judgement. This starts at the top: when leaders and managers are willing to share their own experiences or ask, “How are you, really?” it sets a powerful example. Promoting effective people management so employees have regular conversations with their line manager is vitally important. This openness will help break the stigma and encourage colleagues to seek help before problems escalate.
Training and Awareness
Education is key. When staff and managers are trained to recognise the signs of stress, burnout or low mood, they’re better equipped to support each other.
Mental health training also gives teams the confidence to have sensitive conversations and signposts to help further when needed. Promoting awareness amongst employees and training line managers to deal with situations effectively is essential. In fact, two leading UK health bodies, Public Health England and the National Institute for Health and Care Excellence (NICE), have introduced draft guidance for consultation recommending that employers provide all line managers with dedicated mental health and communication skills training.
This support is particularly valuable for younger employees and those new to the workforce, helping them build resilience early in their careers. Yet, according to a Business in the Community report cited by People Management, less than a third (30%) of managers have received training on mental wellbeing at work.
Work-Life Balance Matters
One of the biggest challenges in today’s working world is finding balance. With technology keeping us connected 24/7, it’s easy for work to spill into personal time. Recent research by Corndel reveals that half (51%) of British employees feel anxiety at work at least once a week, with 36% specifically citing the struggle to balance professional and personal lives as a significant cause.
Employers can help by encouraging flexible working, respecting boundaries, and ensuring that taking time for yourself is acceptable and encouraged. Recent 2025 statistics released by Agility support this, with 53% of employees agreeing that having flexibility in their schedule helps them maintain a good work-life balance.
Practical Support and Policies
Support shouldn’t stop at words. Practical measures like offering workplace adjustments where possible, providing mental health days and access to counselling, or regularly checking in on workloads make a real difference. It’s also important to remember that everyone’s needs are different, so creating an inclusive environment where all staff feel supported is essential.
The HSE has introduced a set of management standards highlighting the workplace conditions and practices necessary to help prevent and manage stress at work. By taking into account such things as the demands of the job, the level of control the individual has over how the work is done, the resources and support necessary, promoting positive behaviour and fostering strong working relationships, making sure roles are clearly defined and ensuring organisational change is managed and communicated effectively, employers can make a real difference.
Mental health is an ongoing journey, not a destination. By creating a workplace culture that values wellbeing, offering training and implementing supportive policies, organisations can support their people during Mental Health Awareness Week and all year round.
If you’d like advice on supporting mental health at work or are interested in booking one of our workplace mental health courses, please contact our team at 02920 853731 or tcms@thomas-carroll.co.uk. Our employment specialists will be happy to help.
