Mental health is an integral part of overall employee wellbeing, and as awareness grows, the need for supportive, compassionate practices and processes is more important than ever. For line managers and HR teams, understanding how to manage employees who may be experiencing mental health issues is absolutely essential for fostering a supportive, productive, and compassionate work environment.
This guide outlines strategies for destigmatising mental health, offering the necessary resources to employees, and provides practical advice on how to manage mental health in the workplace.
One of the first key steps in managing mental health at work is removing the stigma surrounding it. Historically, mental health issues have often been viewed as taboo, with employees feeling ashamed or hesitant to disclose their struggles. This fear of judgement can lead to a toxic work environment, where employees feel isolated, unsupported, or even pressured to leave.
There are several ways to destigmatise mental health, with the key theme being open, judgement-free communication.
Promoting open communication about mental health is key to breaking down the stigma. Managers and HR professionals should be encouraged to talk openly about mental health in company-wide communications, whether that be in meetings or emails. The most important part of communication is to normalise mental health discussions and to make it clear to employees that their wellbeing is a priority.
It’s also important to create safe spaces where employees feel comfortable sharing their experiences without fear of judgement. Anonymised feedback channels, confidential 1-2-1 check-ins, and wellbeing surveys can help employees voice their concerns in a way that feels safe and supportive.
Leaders can play a huge part in shaping company culture. By being vocal about their own experiences with mental health and demonstrating a genuine concern for employee wellbeing, leaders can help to create a culture where mental health issues are not only accepted but addressed with care. Encouraging senior staff to be vulnerable about their own challenges (with consideration to their tone and language) can inspire employees to be open and honest as well.
Providing mental health awareness training for managers and HR teams is essential, especially so they are aware of how to identify early signs of mental health challenges, offer guidance on how to support employees, and teach ways to intervene appropriately. This type of training also empowers managers to have difficult conversations in a respectful and empathetic way, which all contributes to creating a supportive work culture.
Employees need to feel supported, not just through words but through actionable measures that make a real difference. There are many resources businesses can utilise to manage mental health in the workplace:
One of the most effective ways to manage employees with mental health issues is by providing access to counselling and employee health software. These offer confidential, professional support for employees struggling with personal or work-related issues, not only supporting employees in managing their mental health, but also sending a clear message that the company is committed to their wellbeing.
Ensure that information about available services is regularly communicated and easily accessible to all employees. A self-service absence management platform like GoodShape can be an excellent tool for offering digital access to these resources.
For some employees, the standard nine-to-five workday could make mental health issues even worse. In these cases, offering flexible work arrangements can be a game-changer - allowing employees to work from home, adjust their hours, or take additional time off when needed shows that your organisation prioritises their mental health.
For employees experiencing anxiety, depression, or other mental health challenges, this flexibility can alleviate a significant amount of stress, so offering remote work or adjusted schedules can help employees balance their work responsibilities with managing their mental health.
Paid time off specifically designated for mental health can be a powerful tool for assisting those who may be experiencing mental health concerns in the workplace. Encouraging employees to take time off when they’re feeling overwhelmed, burned out, or mentally exhausted shows that their wellbeing is valued just as much as their productivity.
HR teams can create clear policies for mental health days, ensuring that employees understand they can take this time without fear of repercussions. It is important to remember that normalising mental health days can also help reduce stigma and empower employees to prioritise their self-care.
Managing mental health concerns effectively requires proactive strategies from both HR teams and line managers. As well as providing resources, managers must create a workplace environment where mental health challenges are handled with empathy and care at all times.
Managers should be trained to recognise the early signs of mental health challenges in employees. These might include changes in behaviour, mood, productivity, or social interactions. While it’s important not to jump to conclusions, early recognition can allow managers to reach out and offer support before an employee’s mental health worsens.
It’s crucial that this is done with sensitivity, ensuring that the employee feels supported rather than judged. This might involve having a one-on-one conversation where the manager expresses concern for the employee’s wellbeing and reminds them of the available resources.
Workplace stress can often exacerbate existing mental health challenges. In order to manage mental health in the workplace effectively, it’s important to create a flexible and supportive environment. This includes offering regular check-ins with employees to understand their workload, stress levels, and overall wellbeing.
Managers should also be open to adjusting workloads and expectations when employees are experiencing mental health issues. Allowing for flexibility, whether through task prioritisation or deadlines, can help prevent burnout and improve overall employee satisfaction.
Employees with mental health challenges may need to take extended absences, so it is important that these cases are handled with compassion. Using a digital absence management platform like GoodShape allows HR teams to track absences efficiently while maintaining the confidentiality of employees’ health issues, and allows for timely intervention as and when is required.
When an employee returns from mental health-related leave, it’s important to offer a reintegration plan which may include a phased return to work, reduced hours, or continued support through counselling services to make sure that the return to work is as smooth and supportive as possible.
We understand that talking about mental health can be uncomfortable, but it’s essential for managers to handle these conversations with care. When discussing mental health challenges with an employee, focus on listening rather than giving advice. Ask open-ended questions like, ‘How can we best support you?’ or ‘What do you need from us to help manage your workload?’
When discussing mental health, it's essential to be mindful of the terminology you use. Avoid using words that could be interpreted as offensive or negative. For instance, instead of saying ‘suffering from mental health issues’, a more appropriate phrasing would be ‘an individual experiencing concerns related to their mental wellbeing’.
Offering empathy and being non-judgmental can help employees feel heard and supported, which is important for maintaining trust between the employee and the organisation.
Managing employees that are suffering from poor mental health requires a thoughtful, proactive approach. By destigmatising mental health, offering resources like counselling and flexible work arrangements, and training managers to provide empathetic support, businesses can work to create a workplace where mental health is prioritised and taken seriously.
GoodShape can further support for HR teams and managers by offering digital absence reporting and wellbeing advice, making it easier to manage mental health at work while maintaining the wellbeing of the entire team. Ultimately, fostering a healthy and supportive work environment benefits not just the individual but the entire organisation, so why not find out more about how we can help you.