Men are far less likely than women to seek help for mental health problems, according to new data that exposes a persistent gender divide in wellbeing support.
Figures from RedArc, a nurse-led support organisation, show that while men and women are equally at risk of mental health issues, women account for 59 percent of those accessing RedArc’s mental health services, compared with just 41 percent of men.
When men do seek support, they tend to disengage sooner, typically ending treatment after three months, while women tend to continue for around four. They are also around 10 percent less likely to take up external services such as counselling or complementary therapies.
Yet when they do engage, men show a greater response. Based on PHQ-9 and GAD-7 mental health scales, men report a 14 percent stronger improvement in their scores compared with women. RedArc nurses say many men begin with low expectations of talking therapies, but go on to describe the experience as transformative.
Christine Husbands, commercial consultant at RedArc, said men were “less likely to seek help and more inclined to bring it to an end sooner”, but that “when they do access support, the results are significant and overwhelmingly positive”.
The Pressure to Appear Strong
Mental health professionals say cultural and social expectations still shape how men deal with emotional struggles. Many men are conditioned to believe that expressing distress, vulnerability or emotional fatigue is a sign of weakness. The result is that they delay speaking up, minimise symptoms or mask stress with work, irritability or isolation.
Data from NHS Digital confirms that men underreport common mental health conditions and are less likely to be diagnosed with anxiety or depression, despite facing similar risk factors. At the same time, men account for around three quarters of suicides in England and Wales, suggesting that help often comes too late, or not at all.
Charities such as the Men’s Health Forum have described it as a “silent crisis,” made worse by the fact that many workplace wellbeing schemes are not designed with men’s preferences and behaviours in mind.
Why Men Often Avoid Help
There is no single reason men disengage from mental health support. But experts say a key factor is discomfort with emotional language and formal intervention. Many men prefer practical problem-solving over introspection, and some associate counselling with failure or crisis.
Others worry about being judged, by colleagues, family or even their employers. This fear of stigma remains a barrier even in organisations with clear wellbeing policies.
Some also find it harder to talk to loved ones, and feel guilt about burdening those close to them. For them, confidential support outside their personal circles can be life-changing. Yet if the process of seeking help feels complex or overly medicalised, they may never take the first step.
A Better Way to Communicate
RedArc stresses that messaging needs to be more relatable and grounded in real male experiences. Telling the stories of men who were initially reluctant, yet ultimately benefited from support, is seen as especially powerful.
Communications should also acknowledge the language men use — less “therapy” and more “support”, less focus on symptoms and more on energy, sleep, motivation and performance.
Employers that present support as a method for staying strong, rather than a response to weakness, are therefore more likely to build trust among male staff.
The Role of Employers
Workplaces play a crucial role in either reinforcing or removing the barriers men face. For many, work is where stress builds, but also where the tools for recovery may exist, if offered effectively.
Experts say there are several practical steps employers can take:
Normalise talking about mental health
Encourage open conversations, led by managers and senior leaders who model vulnerability and honesty. Make it clear that asking for help is an expected, not exceptional, part of professional life.
Use real voices
Share anonymised stories or case studies from male employees who have accessed support and returned stronger. Peer examples cut through more than abstract campaigns.
Make access frictionless
Ensure mental health support services can be accessed without forms, referrals or HR involvement. Confidentiality and speed are essential.
Train line managers to notice early signs
Teach managers to spot when male colleagues may be withdrawing, overworking or acting out of character. A well-timed conversation can lead to early intervention.
Create space for informal peer support
Male-led groups, lunchtime sessions, or staff networks focused on men’s wellbeing can create a sense of belonging and reduce stigma.
Broaden the definition of wellbeing
Link mental health to physical health, lifestyle and performance. Men are often more open to engagement when the subject is presented as part of wider resilience and personal development.
Why Movember Still Matters
Now in its third decade, Movember continues to draw attention to issues that men are often reluctant to talk about: mental health, suicide, prostate cancer and physical wellbeing.
While many companies run awareness activities during November, experts say the real test is whether the momentum continues into the rest of the year. Without structural change — such as better manager training, inclusive messaging and male-friendly access to support — the gap will remain.
“Movember rightly highlights mental health as one of the most significant health concerns for men,” Husbands said. “It’s therefore essential that we work collectively to normalise engagement with health services and ensure men receive timely support to improve outcomes.”
Encouraging men to seek support early, and stay with it, is not only good for individual wellbeing but also for workplace performance, loyalty and retention. The challenge is no longer whether help is available. It is whether men feel comfortable enough to reach out, and supported enough to stay the course.