10 Ways to Build Better Mental Health in the Workplace

Workplace mental health affects how employees feel, perform tasks and interact with others on the job.

When employees face stress, anxiety or other mental health challenges, their energy drops, mistakes increase and they may need to take time off. They may also find it harder to collaborate or keep on top of their workload.

The latest statistics by the Health and Safety Executive (HSE) show that 776,000 workers suffered from work-related stress, depression or anxiety in 2023/24. This resulted in the loss of 16.4 million working days.

These problems can be reduced by building workplaces that support mental health.

By creating a work environment that promotes mental health, you can help employees remain focused, motivated and content, which will also benefit your business.

Mental illness is not a weakness or taboo. It’s a part of life, just like physical health, and your employees should know this.

Speak candidly about mental health. Discuss it in team meetings, emails and newsletters. Remind staff it’s okay to speak up when they’re struggling.

Open conversations reduce stigma and help employees feel supported, not judged.

Mental stress often begins with unfair or unclear workloads. And it’s not just about how much work is given but how that work is structured.

If deadlines constantly shift, priorities change every week or staff don’t understand what’s expected, it creates confusion and pressure. To prevent this, use clear task lists and agree on priorities with each team member.

Don’t reward overtime or last-minute efforts; reward smart planning and steady work instead.

Also, rotate high-pressure tasks when possible so the same people don’t carry the burden every time.

Rigid schedules can increase stress, especially for employees with long commutes, existing health issues, or caring responsibilities at home.

Flexible hours and remote work give employees greater control over their time, helping to reduce stress and improve work–life balance. Even when actual working hours are reduced, many employees maintain – or even improve – their productivity because of their renewed effort and concentration.

Line managers are usually the first to notice when something’s off. But they need training to spot signs like withdrawal, a drop in performance or mood swings. Teach managers how to have simple, supportive conversations that encourage employees to open up.

Remember that managers are not there to diagnose or fix the problem alone. Referral steps should be in place and managers should know how to use them.

When people skip breaks, their stress builds up. Short pauses help clear the head, reduce fatigue and prevent burnout.

Encourage staff to step away from desks, even for a few minutes. Also, try to avoid scheduling back-to-back meetings.

Lunch should be a real break – no meetings, no calls, no emails.

Give staff a space to switch off. You can add a quiet area, an employee book exchange or just a table for chats.

This small change is a way to give the message that breaks are expected and encouraged for everyone.

Make time to ask staff how they’re really doing, not just with work, but in general.

Keep it simple: short chats, quick check-in forms or group reflections. These moments help spot problems early, ease pressure and show people they’re not alone.

Try pairing check-ins with a coffee break or walk, something that makes it feel relaxed, not formal.

Just because someone’s quiet doesn’t mean they’re okay. Maybe they don’t feel safe speaking up face to face.

Provide them with a way to share concerns anonymously about mental health, workload or team issues.

You can use a form, drop-box or online tool. Check feedback often and take visible action.

Give staff access to tools like mindfulness apps, therapy sessions, fitness classes or sleep support.

You don’t need a big budget; many apps offer free trials or low-cost plans for teams. Even a few sessions can help someone.

Two popular apps are Headspace and Calm. Both offer workplace or team-based subscription packages.

Share a short list of options and let staff pick what suits them best.

Bring in guest speakers such as mental health professionals or people with lived experience. They can share real stories, practical advice and expert tips. Hearing this from outside voices helps normalise the topic.

It also shows that your company takes mental wellbeing seriously and supports staff in managing their mental health.

Choose speakers who can cover topics like stress, burnout, anxiety or workplace well-being. Make the sessions interactive to encourage questions and engagement.

Building better mental health at work takes ongoing effort. Small steps like open conversations, fair workloads and proper breaks can make a big difference. But real change comes when everyone understands what mental health means and how to support it.

We offer online Mental Health Awareness Training to help employees and managers recognise the signs of poor mental health and respond appropriately. The course helps break stigma, encourages open conversation and teaches practical steps anyone can take to support mental wellbeing in the workplace.

It’s a simple way to build a safer, more supportive workplace for everyone.