On Thursday 10 October, organisations up and down the country marked World Mental Health Day. This year’s theme was, ‘It is time to prioritise mental health in the workplace.’
In England, the conversation around mental health has gained significant traction in recent years. However, while physical health and safety in the workplace are well-established priorities, mental health frequently takes a backseat. This has a significant impact on both employees and businesses.
The urgency of prioritising mental health
I believe that workplaces have a moral and ethical responsibility to commit to the good mental health and wellbeing of their people. When you consider that we spend a third of our lives in the workplace, it is vital that these are happy, healthy environments.
The Mental Health Foundation found that in 2022/23, there were an estimated 875,000 workers suffering from work-related stress, depression or anxiety, resulting in a staggering 17.1 million working days lost.
Beyond the human cost, poor mental health is a significant financial burden for businesses. Research from Deloitte revealed the cost to employers from poor mental health has risen to £51 billion in 2023-2024, from £45 billion in 2019. Deloitte’s study also found that 27% of UK employees either left their job in 2023 or were planning to leave in 2024, with 59% saying this was because of poor mental health.
Building a mentally healthy workplace: actionable steps
The good news is that taking action to prioritise mental health in the workplace isn’t just the right thing to do – it’s also good for business. The same report from Deloitte found that training programmes that educate and upskill employees on mental health and raise awareness about mental health, provide a return for employers of £5 for every £1 spent.
I believe there are three key areas where UK business leaders can prioritise mental health in the workplace.
- Cultivate a culture of openness and support
Developing your people managers’ confidence to have effective mental health conversations with their teams makes good business sense. Data from The Workforce Institute at UKG shows that for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor – and it’s equal to their partner. Given how much value managers deliver to organisations in building cultures that support wellbeing and performance, it is important that they have the tools, time, and training to do the job of managing well. Supporting your managers through tailored training courses can help ensure your people and organisation succeed.
We know that people thrive when they feel psychologically safe, seen, heard, and valued. That’s why it’s essential for organisations to create environments where everyone can bring their whole self to work. This World Mental Health Day, we are encouraging you to take a moment to check in with yourself and your teams. Whether it’s reflecting on your mental wellbeing, having a conversation, or accessing support, small actions can make a significant difference.
To support this, our free My Whole Self resources are available to help you create a cultures where wellbeing, productivity and inclusivity thrive, not just for World Mental Health Day, but throughout the year.
- Encourage mental health literacy
Educating employees about mental health helps to lay the foundation for a mentally healthy workplace. Giving people the skills to spot the signs of poor mental health, the confidence to start and conversation and the knowledge to signpost to support is an essential part of a workplace mental health strategy.
Mental health knowledge, awareness and skills training, including MHFA training is only one part of a holistic wellbeing strategy. Good job design, effective onboarding processes, regular 1:1s, fair and equitable HR policies and physical and mental health checks are all vital components too.
- Make resources accessible and signpost support
Develop and communicate your approach to mental health and keep sharing the support and resources you have available. You want to make it easy for employees to find the information they need. This includes both internal and external services such as an employee assistance programme (EAP), occupational health services, signposting to Samaritans, Mind and the NHS. Consider creating a dedicated intranet page or providing a list of helpful contacts as a physical resource. If you have MHFAiders®, make sure people understand their role and how to contact them.
Your MHFAiders will need support too. 54% of MHFAiders that we interviewed, told us that they use their skills more than once a week. They need support to keep doing so. That’s why we developed the Association of Mental Health First Aiders®. MHFAiders trained with us are invited to become members and receive support long after they have completed their course. They gain exclusive access to a wide range of resources and learning opportunities, to empower them to fulfil their roles with confidence, skill, and care. As well as 24/7 digital support through the MHFAider Support App®.
Prioritising mental health now and in the future
Prioritising mental health in the workplace will help create positive and productive workplace cultures. For businesses to be successful you need everyone to feel a sense of belonging, feel valued, feel their job has purpose, that the workload is manageable and that they have the tools and relationships to thrive.
There is no one size fits all and organisations will have different approaches to workforce wellbeing. Whatever the approach, it is vital that equity, diversity and inclusion is embedded into your mental health and wellbeing strategy. They are important parts of workforce wellbeing. What people get paid, the development opportunities and promotions that are offered, who gets recognised, rewarded and heard for their (or other people’s) contributions and does everyone feel they can express themselves freely, are central to a positive culture.
Brave and inclusive leaders will continually be working in partnership with their teams to develop inclusive cultures that support wellbeing. In doing so, they will recognise that this goes right to the heart of their business’ success.
Sarah McIntosh
Sarah began her career in financial services, focusing on organisational culture and customer experience. She later became Head of Diversity and Wellbeing at the Co-operative Banking Group, improving experiences for 6 million members and 12,000 employees. Sarah helped shape the Equality Act 2010 and sector guidance for the Mental Capacity Act. She has held Director roles in HR, recently earned an MBA, and is a Companion of the Chartered Management Institute and a Non-Executive Director at Social Enterprise UK.
