5 Simple Ways to Support Your Team Manage Their Mental Health

As Mental Health Week comes to a close, it’s worth remembering that mental wellbeing isn't something to focus on just once a year. Creating a supportive and open environment at work should be part of everyday business not just a box ticked during awareness campaigns.

We all know that a happy, healthy employee is a more productive one. But the benefits go beyond output. When staff feel mentally supported, they’re more likely to stay, sickness absence tends to fall, and workplace morale improves. In fact, many employees say that a positive workplace culture is more valuable to them than a pay rise, although it’s important to note that this only holds true if pay is fair and competitive to begin with.

So what can employers and managers do to support mental health all year round? Here are five simple, effective ways to get started.

1. Normalise Conversations Around Mental Health

The first step is creating a culture where talking about mental health is not only accepted but encouraged. This doesn’t mean prying into employees' private lives, but it does mean making space for open, judgment-free conversations.

Regular check-ins, whether one-to-ones or informal chats, can go a long way. Encourage managers to ask "How are you really doing?" – and to be prepared to listen properly to the answer.

2. Offer Flexibility Where You Can

Many employees, especially those managing stress, anxiety or other health concerns, benefit hugely from flexible working. Whether it’s remote working, adjusted hours or compressed weeks, giving people the autonomy to work in a way that suits them can dramatically improve their mental health and engagement.

It shows trust, empathy and a real understanding that work is just one part of someone’s life.

3. Train Managers in Mental Health Awareness

Your line managers are often the first port of call when someone is struggling. But many don't feel confident dealing with mental health issues. Training them to spot early warning signs, hold supportive conversations, and signpost to professional help is one of the most valuable investments you can make. Even a half-day course can equip them with the tools they need to support their teams better.

4. Encourage Time Off And Mean It

Far too many people feel they can’t take a proper break. Whether it’s fear of falling behind, looking bad in front of peers or just a ‘get on with it’ culture, burnout often follows.

Make sure your workplace genuinely encourages people to use their annual leave, take mental health days if needed, and not feel guilty for doing so. And lead from the top. If senior leaders are visibly taking breaks, others will feel they can too.

5. Promote a Sense of Belonging

When employees feel included and valued, their mental wellbeing improves. This might mean recognising achievements, celebrating small wins, or creating spaces for people to connect, such as lunchtime meet ups like Boardgames, Chess Club a Book group, Knitting, Art, Yoga, Running , the list is endless. You could introduce mentoring schemes or staff networks. It’s about building a culture where people feel safe to be themselves. Inclusion and wellbeing go hand in hand.

A Final Word

Supporting mental health at work doesn’t always require big budgets or dramatic policies. Often, it’s the small, consistent actions that make the biggest difference.

Investing in your people’s wellbeing is not just the right thing to do – it’s good business. It leads to lower turnover, fewer absences, and a stronger, more engaged workforce.

And remember, creating a mentally healthy workplace isn’t a once-a-year job – it’s an everyday responsibility.

If you'd like help creating a mental health or wellbeing strategy for your team, I’d be happy to chat.