While most people have some understanding of mental health and the importance of looking after themselves, many do not seek help when they experience mental health problems. One reason is the stigma associated with mental health problems.
Stigma is defined by the APA Dictionary of Psychology as “the negative social attitude attached to a characteristic of an individual that may be regarded as a mental, physical, or social deficiency”.
People experiencing mental health problems may encounter stigma at work and in their personal lives. Fear of negative judgement or discrimination can delay or prevent someone from seeking support.
Mental health problems vary, and they may improve, recur, remain stable or worsen over time. Seeking appropriate help early can make it easier to access support suited to the person’s needs.
This article explains why mental health stigma persists and outlines ways to challenge it in the workplace and everyday life.
When workplace health is discussed, physical injuries or illnesses may come to mind first. However, the Health and Safety Executive (HSE) estimates that 1.9 million working people in Great Britain experienced a work-related illness in 2024/25, including 964,000 with work-related stress, depression or anxiety. These estimates are based on Labour Force Survey self-reports and concern conditions workers believe were caused or made worse by work.
Mental health stigma involves negative attitudes or stereotypes about mental health problems. It may also include fearing other people’s judgement or internalising negative beliefs about oneself. Discrimination is the unfair treatment that can result from stigma.
One common stereotype is that people with mental health problems are dangerous. Most are not dangerous to others. However, any specific concern that someone may harm themselves or another person should be taken seriously and urgent professional help sought.
Some people also view acknowledging mental health difficulties as shameful or weak.
Nearly nine out of every 10 people with mental health problems say stigma and discrimination have negatively affected their lives, according to the Mental Health Foundation.
Mistaken beliefs and stereotypes can cause people to avoid acknowledging or discussing mental health difficulties. This can be harmful at work and in personal life.
Stigma can make it harder to speak openly or seek help, potentially prolonging distress or delaying support.
Stress, anxiety and depression are not stages in an inevitable sequence. Prolonged or severe stress can contribute to or worsen mental and physical ill-health, including anxiety or depression. However, people can experience anxiety or depression without work-related stress, and they can experience stress without developing a mental health condition, as HSE guidance explains.
Mental ill-health can also affect someone’s work, relationships and physical health.
Mental health stigma can be shaped by upbringing, culture, previous social attitudes and media portrayals. Negative portrayals can reinforce stereotypes about people experiencing mental ill-health.
If someone appears to be experiencing difficulties, other people may avoid asking how they are because they are unsure what to say, fear intruding or assume the person will seek help themselves.
When a co-worker has a visible physical injury, it may feel straightforward to ask what happened and whether they are okay. In many cases, there is little embarrassment or awkwardness surrounding the exchange.
Possible signs of distress are often less clear, and appearing anxious or withdrawn does not establish that someone has a mental health condition. A private, non-judgemental check-in can nevertheless give a colleague an opportunity to talk without pressuring them to disclose personal information.
In some cases, colleagues may make negative assumptions about a person or begin treating them differently. Their ability to do their job effectively may be questioned, or they may be excluded by colleagues.
It is not only mental health problems that attract stigma; treatment can too. People may be judged for taking medication, attending therapy or using other forms of professional support.
Stigma can also affect how people think about themselves. Someone may avoid seeking support because they fear appearing weak or do not feel ready to acknowledge what they are experiencing.
Reducing mental health stigma starts with recognising that it may be present and challenging negative assumptions or discriminatory behaviour.
Employers can promote an open and non-judgemental culture. If a manager is concerned about a worker, Acas recommends arranging a private, supportive conversation and using open questions. Colleagues can also check in, but should avoid diagnosing, respect the person’s choice about what to disclose and maintain confidentiality.
In Great Britain, employers have a legal duty to protect workers from work-related stress by assessing the risks and acting on them. HSE’s Management Standards focus on demands, control, support, relationships, role and change.
A mental health condition may also meet the Equality Act 2010 definition of disability, in which case the employer must not discriminate and may be required to make reasonable adjustments. Northern Ireland has separate disability discrimination legislation.
The focus should be on support and inclusion rather than judgement.
People experiencing difficulties should be encouraged to seek appropriate help. Anyone supporting a colleague should listen, avoid diagnosing and signpost them to suitable support, such as a line manager, occupational health service, employee assistance programme or GP.
If someone needs urgent mental health help, they should contact the appropriate NHS urgent mental health service or request an urgent GP appointment.
In England, the NHS advises calling 111 and selecting the mental health option. Call 999 or go to A&E if someone’s life is at risk or they cannot keep themselves or another person safe. Samaritans can also be contacted free on 116 123 for confidential listening support.
HSE provides resources including the Working Minds campaign and Management Standards to help employers identify and manage the causes of work-related stress. Mental Health at Work is a separate initiative launched by The Royal Foundation in partnership with Mind.
Mental health awareness training can support a wider workplace strategy by helping people understand common issues, challenge stigma, hold supportive conversations and know where to signpost someone for help. It should accompany action on work design, policies, support and reasonable adjustments.
Human Focus mental health and wellbeing courses are designed to develop awareness of workplace mental health and explain how employees and managers can respond supportively. The CPD-certified Mental Health Awareness Training course is available online and includes an assessment and completion certificate. It is awareness training and does not qualify learners to diagnose or treat mental health conditions.
