The 11th to 18th May is Mental Health Awareness Week, providing a useful opportunity to reflect on workplace culture and the general wellbeing of your staff. It is a fundamental part of running a responsible, productive and legally compliant business.
It is an odd phenomenon that so many of us have to remind ourselves to be “aware” of our mental health. One could reasonably expect our incredible human brains to self-regulate, the executive-level prefrontal cortex sending the hypothalamus a message to “release the good chemicals.” Unfortunately, unlike warning lights in your car that tell you your tyre pressure is low, our minds are often too distracted by frazzled lifestyles, endless notifications and excessive screen time to recognise when something is wrong. Ironically, the very part of the brain responsible for monitoring our thoughts and emotions can become overwhelmed, dysregulated or exhausted.
The result is that many people continue functioning outwardly while internally operating on caffeine and anxiety. Left unchecked, stress can gradually evolve into burnout, depression, anxiety disorders or other forms of mental illness. Rebooting our brains from time to time is therefore not indulgent or lazy; it is essential maintenance. Some people are naturally better at recognising when they need rest, support or boundaries. Others push through until their body or mind forces the issue. What we all have in common, however, is the need for a healthy work/life balance and the right environment to restore equilibrium.
Which brings us to employers.
The cynics among us may joke that offices across the country suddenly remember it is Mental Health Awareness Week and hurriedly order herbal tea and books on mindfulness. LinkedIn fills with inspirational quotes about resilience while employees receive a reminder link to the Employee Assistance Programme that nobody can remember accessing before. But beneath the lunchtime wellbeing walks lies a serious point: employers genuinely do have duties when it comes to protecting mental health in the workplace.
Under health and safety law, employers have a duty to take reasonable steps to ensure the health, safety and welfare of employees. That duty does not stop at physical safety. Mental health risks, including workplace stress, excessive workloads, bullying, harassment and burnout, are all issues employers should be actively managing.
Employers should also remember that mental health conditions may amount to disabilities under the Equality Act 2010. Where that is the case, there may be a legal duty to make reasonable adjustments. Those adjustments are often simple: flexible working arrangements, amended duties, phased returns after sickness absence or adjustments to management processes. Small changes can make a significant difference to someone’s ability to remain in work and perform effectively.
A workplace culture built around impossible deadlines, unrealistic targets and understaffed teams is not simply frustrating — it can become harmful. Likewise, managers whose leadership style consists entirely of asking “Have you tried simply not being stressed?” may not be the wellbeing champions they imagine themselves to be. A mentally healthy workplace is not one where employees are expected to be endlessly resilient despite poor systems and chronic pressure. It is one where people are supported before they reach crisis point.
That means employers should be actively identifying stress risks and taking practical steps to reduce them. This can include reviewing workloads and staffing levels, ensuring employees take annual leave and proper breaks and training managers to have open conversations and recognising signs of poor mental health.
There is a strong business case for taking mental health seriously. Happier employees are not just easier to work with; they are more engaged, productive and loyal. Teams with good wellbeing cultures tend to experience lower sickness absence, reduced staff turnover and fewer grievances. A business known for healthy culture and supportive leadership is far more attractive to both current staff and future recruits.
The reality is that people spend a huge proportion of their lives at work. Employers therefore have enormous influence over whether that time contributes positively or negatively to someone’s mental wellbeing. No employer can remove every source of stress from modern life, but they can create workplaces that do not unnecessarily add to it.
So, to all employers reading this: please put Mental Health Awareness Week in your calendar alongside your MOTs, insurance renewals, dental check-ups and your loved ones’ birthdays. Not because it is fashionable, and not because HR said so, but because mentally healthy workplaces are better for everyone.
