Looking after our mental health is as important to wellbeing as caring for our physical health. In the workplace, a culture that promotes mental health awareness can help employees experiencing difficulties feel able to ask for support when they need it.
Mental health challenges affect people across all roles and industries. Finding support — whether inside or outside the workplace — can be difficult. Some people do not recognise changes in their own mental health, while others may not feel safe or comfortable asking for help.
This short guide is for employees and employers. It explains how to recognise possible signs of a mental health problem, find appropriate support at work and in the wider community, and understand where to get routine, urgent or emergency help.
According to the Health and Safety Executive (HSE), one in four people in the UK will experience a mental health problem at some point. Work-related stress is not itself a mental health condition, but prolonged stress can affect both mental and physical health. Common difficulties and conditions include:
- Stress
- Depression
- Generalised anxiety disorder (GAD)
- Post-traumatic stress disorder (PTSD)
- Phobias
- Obsessive-compulsive disorder (OCD)
- Panic disorder
In 2024/25, an estimated 964,000 workers in Great Britain were experiencing work-related stress, depression or anxiety, according to HSE data. Rates remained higher than the 2018/19 pre-coronavirus level, although the causes are complex and should not be attributed to the pandemic alone.
Mental health problems may be caused or aggravated by work, factors outside work, or a combination of both. Sometimes there is no obvious cause. Many people recover or improve with suitable treatment and support, while others learn to manage recurring or long-term symptoms.
Mental health conditions vary widely in their effects and severity. Some people need brief or occasional support, while others may need ongoing specialist care. Treatment should be based on individual needs and may include psychological therapy, medication, social support or, when necessary, hospital care. A diagnosis alone does not show how someone will function at work.
Changes in a person’s behaviour or wellbeing may suggest that they could benefit from support, but no single sign confirms a mental health condition. Look for changes that are persistent, worsening or affecting daily life, such as:
- Persistent sadness, low mood or irritability
- Withdrawing from friends, family or colleagues
- Noticeable difficulty concentrating or making decisions
- Marked changes in sleep, appetite or energy
- Unusual agitation, restlessness or slowing down
- Increased use of alcohol or drugs
- Taking more risks than usual
- Expressing hopelessness, worthlessness or feeling unable to cope
- Talking about self-harm or suicide
- Severe confusion, paranoia, hallucinations or beliefs that seem disconnected from reality
Approach the person calmly, describe what you have noticed and listen without judgement. Do not try to diagnose them. If there may be immediate danger, follow the emergency guidance below.
Get urgent support if distress or symptoms are severe, rapidly worsening or making it difficult to cope safely. This may include suicidal or self-harm thoughts, hallucinations, severe panic, flashbacks or confusion.
Call 999 or go to an accident and emergency (A&E) department now if someone’s life is at risk, they have seriously injured themselves or taken an overdose, or you cannot keep yourself or someone else safe.
For urgent help that is not an immediate emergency:
- In England, call NHS 111 and select the mental health option, or ask for an urgent GP appointment
- In Scotland, call NHS 24 on 111
- In Wales, call NHS 111 and select option 2
- In Northern Ireland, call Lifeline on 0808 808 8000
- If you already receive mental health care, use the crisis contact details in your care plan or contact your care team
For confidential listening support, call Samaritans on 116 123. Anyone under 19 can also call Childline on 0800 1111. Listening services do not replace emergency or clinical care.
Remember, you are not alone. Help is available.
Talking about mental health concerns can be an important first step. A trusted friend, family member or colleague may be able to listen and help you seek support, but informal support does not replace professional care when it is needed.
A GP is one place to start, but it is not the only route. A GP can assess symptoms, discuss treatment options and refer you to specialist services when appropriate. Depending on where you live, you may also be able to self-refer to a talking-therapy service or seek help through occupational health, an employee assistance programme or a mental health charity.
In England, adults can often self-refer to NHS Talking Therapies for Anxiety and Depression, formerly called Improving Access to Psychological Therapies (IAPT). Services and referral routes differ in Scotland, Wales and Northern Ireland. If you choose a private counsellor or therapist, check that they appear on a relevant accredited register.
Children and young people may be able to get support through a GP, teacher, school nurse or local children and young people’s mental health service. Self-referral is available in some areas. The NHS and YoungMinds provide further information for young people, parents and carers.
Employers and employees can work together to improve mental health awareness and create a supportive workplace. The following behaviours can help build a safer working environment:
- Open communication: Offer voluntary, private opportunities to discuss wellbeing and support
- Increased awareness: Recognise that mental health experiences are complex and differ from person to person
- Respect: Use non-stigmatising, non-judgemental language and protect people’s privacy
- Practical support: Respond to concerns, tackle work-related stressors and signpost appropriate help
Employers should assess and manage risks from work-related stress, including workload, control over work, role clarity, support, workplace relationships and organisational change. They should consider reasonable adjustments where required and make occupational health or employee assistance services available where possible. Managers and colleagues can listen and signpost, but should not diagnose or provide therapy.
Employees should not be pressured to disclose a mental health condition or share more information than they choose. Supportive conversations should focus on what the person needs at work. If there is a serious and immediate risk, follow the organisation’s emergency or safeguarding procedures and seek professional help.
A mental health at work plan can set out how an organisation prevents work-related stress, supports employees and provides access to help. Conversations should be private, and personal information should not normally be shared without permission. Where an immediate safety or safeguarding concern may require limited disclosure, explain this clearly where possible.
Everyone should feel supported and valued at work. Employees experiencing mental health difficulties should be able to ask for help without fear of stigma or unfair treatment, while retaining control over how much personal information they share.
Providing employees with mental health training can increase awareness, reduce stigma and help people respond appropriately when a colleague needs support. Training should form part of a wider approach that addresses work-related risks and gives people access to suitable support. It does not diagnose or treat mental health conditions or replace professional or emergency care.
Human Focus mental health courses cover topics including stress, fatigue, psychological safety and mental health awareness. The courses can be completed online in segments, making them easier to fit around work schedules. Approval varies by course, so check the individual course page for current details.
