How to support mental health at work: tips for employers

Ensuring robust mental health support in the workplace is vital for fostering a productive and engaged workforce. By implementing targeted strategies, employers can create an environment where employees feel valued and supported.

At Sellick Partnership, we understand the importance of prioritising mental health in the workplace. Employees who feel supported are more likely to be productive, loyal and, above all else, happier. But knowing how to support your employees' mental health effectively can be a challenge.

To help, we've outlined some simple, practical steps you can take as an employer or leader to support employee wellbeing - both now and in the long term.

Train managers to recognise the signs

Equip managers with the skills to identify signs of stress, anxiety, and depression among team members. Provide training on how to approach sensitive conversations and offer appropriate support or referrals to professional resources. Effective management can significantly reduce workplace stressors and support employee well-being.

At Sellick Partnership we understand that people may not show signs that they are struggling all the time, so we have created a specialised internal guide and are offering assistance to Managers across our businesses to allow us to spot and support our people more effectively.

Having more eyes on the ground gives us a much better opportunity to spot employees that may be struggling and means we can be there to support when needed.

This guide has information and advice on spotting signs of poor mental health, how to raise concerns with colleagues who may be struggling, what advice/assistance we can offer and also our sickness policy to ensure our Management team know our stance on paid leave for employees who may need some time off to recover.

We also have a team of externally trained Mental Health First Aiders, and we regularly remind the entire business who these people are so that each employee knows that there's someone just a phone call away if they need to speak. 

Foster a supportive and inclusive culture

Cultivate an environment where employees feel safe discussing mental health concerns without fear of stigma. Encourage open conversations and demonstrate a genuine commitment to employee wellbeing. This approach helps in normalising mental health discussions and promotes a culture of acceptance.

Creating a mentally healthy workplace starts with building trust. Try to check in regularly with your team - especially if they’re working remotely. Encourage open dialogue about how people are feeling and what support they might need.

The more natural these conversations become, the more comfortable your team will feel speaking up.

Organisations need to ensure that staff know that it is okay to ask for help, and that there is a support network in place to assist employees that need it, reinforcing the importance of staff mental health.

Building a culture like this takes time, but there are a number of things you can be doing to help. Firstly, businesses should regularly promote policies and benefits that support staff that may be suffering from poor mental health. For example, at Sellick Partnership we offer each of our employees access to a healthcare plan, which has a dedicated consultation service that staff can ring to get advice and help. 

What is important here is that as a business you are ready to support employees that may be suffering from poor mental health and are able to offer advice or give employees access to support when they need it.

Encourage regular breaks and time away from the desk

Promote the importance of taking regular breaks during the workday and utilising annual leave. Encourage employees to disconnect from work during non-working hours to prevent burnout and maintain a healthy work-life balance.

You could also take into consideration walking meetings; go for a walk with a colleague if the conversation doesn't require you to be at your desk. These meetings can be taken outside of the office for a change of scenery. Not only does this get people away from the desk, it also helps get staff active, which is a great way of relieving stress and supporting employees that may be suffering from poor mental health.

Make adjustments and work with staff that may be suffering from poor mental health

As an employer/Manager, it will be your responsibility to make adjustments for any employees that may be suffering from poor mental health. Adjustments for mental health are generally simple, practical and cost-effective. For example, you may need to make some alterations to how people perform their role i.e. reducing working hours, changing working times or changing a workspace (moving a colleague to a quieter area of the office, perhaps).

Other adjustments may involve offering additional support in the way of regular meetings to discuss workload, offering more feedback or creating a safe, quiet space in the office that employees can escape to if they need some time alone.

These adjustments will be totally dependent on the situation you are dealing with, so you need to ensure that you are speaking to and working with those who may be affected. A one-size-fits-all approach simply will not work. Instead, each set of adjustments should be tailored to the individual and these need to be regularly reviewed to ensure they are working and no additional support/adjustments are needed as the member of staff recovers.

Manage an employee’s time off and return to work sympathetically and in-line with company policy

It is vital that any time off a member of staff takes as a result of poor mental health is managed correctly. This can often be a very stressful time for employees, and if this is not managed sympathetically, you are at risk of damaging your reputation, culture and losing staff.

When a team member is ready to come back to work, it is important to ensure that they feel supported and understand what will be expected of them when they come back to reduce any unnecessary worry ahead of their return. 

You should consider meeting them away from the workplace before they return to discuss this with them and alleviate any concerns they may have. When they are ready to return, a phased return to work is advisable to ensure that they are mentally and physically ready.

Businesses should then monitor a team member's return to work and be mindful that mental health can fluctuate. If they seem to experience further ill health, it is important to intervene as early as possible.

Professional development and recognition

Acknowledge employees' hard work and achievements through recognition programmes, awards, or simple expressions of appreciation. This, alongside providing avenues for employees to develop new skills and advance their careers, can boost morale and contribute to better mental health. Opportunities for growth can enhance job satisfaction and mental health.

Why this matters?

Mental health plays a crucial role in employee engagement, retention, and overall business success. By taking small but consistent steps to support your team, you can create a more inclusive, resilient, and productive workplace.

At Sellick Partnership, we’re passionate about creating an environment where people can thrive. Whether you're looking to build a more supportive team or strengthen your employee value proposition, we're here to help. 

Get in touch with us today, or check out our blogs on supporting your staff in our Employers resources section.