How to promote positive mental health and wellbeing at work: a guide for employers

Employee wellbeing is no longer a nice-to-have but a vital part of building a resilient, high-performing team. With growing awareness around mental health, more organisations are recognising the need to create supportive, inclusive workplaces where people can thrive. 

Employers must take meaningful action to promote positive mental health and overall wellbeing at work - from fostering open conversations to offering practical support. 

In this guide, we share clear, actionable steps to help you make workplace wellbeing a lasting priority and, in turn, create a happier, healthier workforce. 

Understanding mental health at work

Mental health issues such as stress, anxiety, and burnout are common in the workplace. According to mental health charity Mind, 1 in 6 people report experiencing a mental health problem each week. 

Despite this, many employees still feel unable to speak openly about their struggles. Stigma, fear of discrimination, and a lack of support can leave individuals feeling isolated. That's why it's vital for employers to foster an open and inclusive environment where mental health is prioritised - not pushed aside. 

Your role as an employer

Your leadership sets the tone. When you take wellbeing seriously, your employees will feel more empowered to do the same. A proactive approach builds trust, improves communication and strengthens resilience across your workforce. 

Here are some ways to lead by example: 

• Talk openly about mental health and normalise conversations. 
• Respect boundaries and discourage an 'always working' culture. 
• Make wellbeing part of your values, not just a one-off campaign. 

Tips to support mental health and wellbeing at work 

Whether you're a small business or a large organisation, these practical steps can help you create a culture of wellbeing: 

1. Encourage open conversations

Creating a safe space for employees to share how they’re feeling is key. Regular check-ins, team meetings, and anonymous feedback tools can all help make this a reality. 

Demonstrate a genuine commitment to employee wellbeing, this approach helps in normalising mental health discussions and promotes a culture of acceptance. 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.

2. Train managers to recognise 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.

3. 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.

4. 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 who may be suffering from poor mental health.

5. Promote flexible working if possible

Flexible hours and remote or hybrid working options can greatly reduce stress for employees juggling personal commitments. Hybrid and remote working can lead to improved work-life balance, especially for those with caring responsibilities. 

6. Offer access to support services 

Make sure employees know what support is available - whether that's through an Employee Assistance Programme (EAP), mental health first aiders, or external charities such as Mind or Samaritans. At Sellick Partnership, we promote awareness of key support channels and signpost mental health resources throughout the year. 

7. Train mental health first aiders 

Providing mental health first aid training can equip team members to recognise signs of distress and provide early support - reducing the chances of issues escalating. 

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

As an employer/Manager, it will be your responsibility to make adjustments for any employees who 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.

Managing an employee’s time off and return to work 

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.

How Sellick Partnership supports employee wellbeing 

At Sellick Partnership, we believe that healthy teams are high-performing teams. We're committed to creating a positive and inclusive environment where everyone feels valued and supported. 

Our initiatives have included: 

• Mental Health Awareness Week campaigns. 
• Mental Health First Aiders across all offices. 
• A dedicated wellbeing team. 
• Charity partnerships with organisations such as Mind. 
• Flexible working arrangements.

We've seen first-hand how investing in mental health leads to better engagement, happier teams, and improved client service. 

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 Employer resources section. Speak to one of our expert Recruitment Consultants about how building a strong workplace culture can give your business a competitive edge.