Supporting employee mental health

CIPD HR-inform. Croner.

Stacie Cheadle, technical writer at Croner looks at mental health in the workplace and what employers can do to support it.

Mental Health Awareness Week is taking place from 11 to 17 May 2026. This is an opportunity for employers to review and refocus their efforts on supporting employee mental health and show what they have in place to support their workforce.

According to recent data published by the Office for National Statistics (ONS), an estimated 148.8m working days were lost because of sickness or injury in 2025.

On average, there were 4.4 days lost per worker, and 8.9% of those occurrences were because of mental health conditions.

In today’s workplace, supporting employee mental health is not just an ethical responsibility but also a business imperative. Mental health challenges impact employees’ productivity, engagement, and overall wellbeing.

Importance of mental health policies

A comprehensive mental health policy forms the cornerstone of any organisation's approach to supporting employee wellbeing.

Key components of a mental health policy include confidentiality and disclosure, workplace adjustments, support systems, absence management, and anti-discrimination measures.

To be effective, the policy must link with other relevant policies, such as stress management, flexible working, and sickness absence policies. It should also encourage open conversations about mental health while promoting positive practices.

Practical support for employee mental health

While a robust policy is essential, practical measures are equally critical in supporting employee mental health.

Mental health awareness

Employers can run mental health awareness and training, as raising awareness about mental health can help reduce stigma and foster a culture of inclusivity.

They could also organise mental health awareness days; take part in national campaigns or provide training to spot signs of poor mental health.

Training sessions should cover topics such as recognising symptoms, understanding triggers, and handling conversations about mental health with empathy.

Flexible working

Organisations can also provide flexible working arrangements, which can significantly aid employees dealing with mental health challenges. Options such as variable start times, remote working, or part-time roles can help employees manage their mental wellbeing.

Stress management policy

Employers can also understand stress management policy. Stress is a major contributor to poor mental health, employers should implement policy informed by stress management standards.

Employee Assistance Programme

Another valuable tool is an Employee Assistance Programme (EAP), this provides confidential counselling and advice, helping employees navigate mental health challenges.

Occupational health services

Referrals to occupational health services are also important and can help determine the most suitable workplace adjustments for employees with mental health conditions.

Work-life balance

Promoting a healthy work-life balance is also vital for mental wellbeing. Employers can encourage staff to take regular breaks, avoid excessive overtime, and use their annual leave.

Check-ins

Managers should also maintain regular, informal check-ins with their team members to monitor their wellbeing. This can help find any early signs of mental health struggles and allow for interventions.

Adjustments

Under the Equality Act 2010, employers must make reasonable adjustments for employees with mental health conditions. Examples include adjusting work hours or patterns, reducing workload or providing a quiet workspace.

Building a supportive culture

Employers should foster open communication, encourage a leadership style that prioritises wellbeing, and recognise and celebrate employees’ contributions to boost morale and reduce feelings of isolation.

Additionally, organisations can seek external accreditation.

Conclusion

Supporting employee mental health requires a strategic and compassionate approach. By implementing comprehensive mental health policies and providing practical support, employers can create a workplace where employees feel valued, respected, and supported.

By Stacie Cheadle, technical writer at Croner