As Mental Health Awareness Week (12–18 May 2025) approaches, organisations across the UK are encouraged to reflect on how they support their employees’ mental wellbeing. With mental health challenges now affecting over 1 in 4 adults each year, employers can no longer afford to treat it as a peripheral issue.
The Business Case for Mental Health
According to the Health and Safety Executive (HSE), approximately 776,000 workers reported cases of work-related stress, depression, or anxiety in 2023/24 – nearly half of all reported work-related ill health. The current rate of self-reported mental health issues is significantly higher than pre-pandemic levels, signalling a sustained and growing concern for organisations.
Integrating mental health into workplace strategy delivers clear, measurable benefits across multiple areas of business performance:
1. Reduced Staff Turnover
Employees who feel psychologically safe and supported are more likely to stay, reducing recruitment costs and retaining organisational knowledge.
2. Lower Absence and Presenteeism
Proactive mental health support can significantly decrease stress-related absence. Deloitte estimates poor mental health costs UK employers up to £51 billion annually, largely due to reduced productivity while at work.
3. Enhanced Engagement and Performance
A mentally healthy workforce is more resilient, collaborative, and productive — driving innovation and improving service delivery.
4. Strengthened Employer Reputation
Organisations that prioritise wellbeing are more attractive to top talent and build stronger relationships with both employees and external stakeholders.
5. Compliance with Legal and Regulatory Duties
Supporting mental health aligns with obligations under the Equality Act 2010 and meets expectations outlined by the HSE regarding workplace stress management.
How HR Can Drive Meaningful Change
Mental Health Awareness Week is an ideal launchpad for visible, practical action. Here’s how HR professionals can take the lead:
1. Appoint and Train Mental Health First Aiders (MHFAs)
Establishing a network of trained Mental Health First Aiders demonstrates a serious commitment to employee wellbeing. These individuals are trained to:
- Recognise the early signs of mental distress.
- Listen non-judgementally.
- Signpost individuals to appropriate support, such as counselling or healthcare providers.
2. Upskill Line Managers in Mental Health Awareness
Line managers are the first line of support for many employees. HR should ensure they:
- Understand the basics of mental health conditions.
- Can spot behavioural changes and stress indicators.
- Know how to approach conversations with empathy and discretion.
- Are aware of escalation procedures and internal support structures.
Consider offering scenario-based training, conversation guides, and quick-reference toolkits.
3. Create a Culture of Psychological Safety and Openness
Stigma remains a major barrier to mental health disclosure. HR can help normalise these conversations by:
- Promoting mental health awareness through internal campaigns.
- Including mental wellbeing in onboarding, values, and leadership programmes.
A psychologically safe environment empowers employees to speak up without fear of judgement or consequence.
4. Promote and Review Existing Support Services
Ensure employees understand what’s already available, such as:
- Employee Assistance Programmes (EAPs).
- Occupational health resources.
- Self-help tools or wellbeing apps.
HR should regularly assess uptake and effectiveness, using feedback to evolve offerings in line with employee needs.
5. Use Mental Health Awareness Week to Spark Engagement
This week is a perfect time to launch initiatives or spotlight existing ones. Ideas include:
- Hosting guest speakers or lived-experience panels.
- Running stress awareness or resilience workshops.
- Sharing curated resources via your intranet or internal newsletters.
- Encouraging teams to take walking meetings or wellbeing breaks.
