6 WAYS EMPLOYERS CAN SUPPORT MENTAL HEALTH IN THE WORKPLACE
(BEYOND JUST ENCOURAGING ‘MINDFUL MOMENTS’!)
This year, World Mental Health Day’s theme is: ‘It’s time to prioritise mental health in the workplace’. While companies may encourage 'mindful moments' or weekly yoga sessions, these initiatives often fall short of providing the deep, lasting support employees actually need.
According to the World Health Organisation, poor mental health decreases productivity, absenteeism, and higher staff turnover. Depression and anxiety alone are responsible for the loss of approximately 12 billion workdays each year.
But despite these staggering statistics, many employees report that their workplace mental health support is insufficient, rarely discussed, or even nonexistent. At Other Box, we've heard from numerous community members that, in many cases, the burden of mental health support falls on employees, with leaders placing the responsibility on them to request or suggest what they need.
It’s clear that a more meaningful approach is necessary—one that is proactive, inclusive, and genuinely supportive.
Here are six actionable ways employers can support mental health in the workplace beyond superficial gestures.
1) Be Proactive, Not Reactive
One of our mottos at Other Box.
When it comes to world events that disproportionately affect employees from marginalised communities (e.g. the riots in the UK earlier this year), provide a clear summary of support available as soon as the news breaks.
For example, please don’t wait for employees to tell you they feel unsafe travelling to work before offering an alternative.
As one Other Box Community member shared:
“There needs to be a top-down approach practised by leadership before expecting other employees to open up without the proper space held or appropriate safeguards in place! More training needs to be rolled out across organisations to facilitate difficult conversations and ensure there’s follow-up, rather than letting things be ignored.”
2) ACKNOWLEDGE THE FULL SPECTRUM
Many people we spoke to told us they felt that their workplace mental health support only talked about depression and anxiety. When talking about mental health, remember that there is a vast spectrum of conditions, from OCD (Obsessive Compulsive Disorder) to PTSD (Post Traumatic Stress Disorder) and much more.
Mental health struggles can also be temporary, triggered by external factors like grief, stress, or personal crises. Ensuring your mental health initiatives and conversations in the workplace recognise this spectrum will make more employees feel seen.
One Other Box Community member expressed the importance of broadening the conversation:
“At my last workplace, we had several initiatives around mental health, which were a great start, but they mostly focused on depression and anxiety. I struggle with OCD, and it felt like my experience was invisible in the conversation, other than when people would flippantly use it around the office as if it were just a cute quirk.
It felt isolating and frustrating because mental health is so broad, and each person’s experience is unique. I also knew others who were dealing with PTSD, grief, and stress from family situations, but none of that was addressed in the discussions or workshops. It made it harder to feel comfortable reaching out for help, and I think workplaces must expand their understanding of mental health to acknowledge a wider range of conditions and causes.”
3) RECOGNISE Diverse needs
Everyone’s mental health fluctuates, and needs will vary from person to person. If an employee approaches you with a concern about their mental health, first ensure you understand how they’re doing personally and any immediate actions that may help (time off, access to therapy, shorter working days, etc). Next, ask them if they feel it is impacting their work. If it is, you can work together to find practices and routines that better suit their needs, such as flexible hours or remote working opportunities.
An Other Box Community member shared how this approach made a difference during a difficult period:
"Last year, within a short timeframe, I had a miscarriage, and my dad had just had a stroke, and I became one of his carers. Of course, the situation took a toll on my mental health. I also felt I was dropping the ball at work because I was so stressed and exhausted. I told my manager I was struggling and wasn’t sure what to expect. But they were incredibly supportive. We reviewed my workload to see what was manageable and what I could delegate to the rest of the team, who were all so supportive. He also told me about the business's counselling support, and I had no idea!
Knowing that my workplace was willing to make adjustments based on my needs helped me feel less anxious, and I could focus more on my family’s needs. It made all the difference in returning to a healthier place, both mentally and professionally."
4) Lead by example
Your actions as a manager set the tone for your team. If you, as a Manager, are facing mental health challenges, consider sharing how they may affect your work. This allows for collaborative solutions and creates a culture of openness where everyone feels comfortable discussing their mental health. It helps align expectations, promotes understanding, and builds a more inclusive, supportive workplace.
One Other Box Community member shared their experience:
“One time I messaged my team Slack channel to let them know I was going to be late, because my anxiety was through the roof and I was struggling that morning. I remember initially planning to send a made-up excuse about the trains being delayed or something, but I ended up being honest. When I eventually made it in to the office, I had several team members who I managed say they really appreciated my honesty as it made them realise they didn’t have to hide things like that. I didn’t think it was that big a deal, but it made a difference to my team.”
5) ARE YOUR RESOURCES INCLUSIVE?
Mental health resources should be accessible, inclusive, and tailored to your team's diverse needs. Cultural, gender, religious, and sexual identities all influence how people manage mental health. Offering diverse support options, such as culturally diverse therapists or materials geared toward specific communities, will ensure everyone feels supported.
Create a safe, nonjudgmental environment where employees feel comfortable sharing their experiences without fear of stigma. Offering training on cultural competence, flexible options like virtual therapy, and diverse support formats can ensure everyone feels seen, supported, and able to access the care they need.
6) Train Your Managers
Mental Health First Aid training can equip managers with the tools to identify warning signs, provide nonjudgmental advice, and direct employees to professional support.
The responsibility for advocating mental health often falls on HR teams, but it should be a top-down conversation across leadership. When leaders model openness around mental health, it sets the tone for the company.
As an Other Box Community member emphasised:
“So much more conversation needs to happen around this, and it's so important that employers start to consider this more seriously. HR teams are often the only ones advocating for this beyond the minimum you get through private health cover or EAP (Employee Assistance Services).
It needs to be a top-down conversation and approach—role-modelled if you will. It is so great that the theme this year brings some light on this. It is a great start to a very urgent issue, especially with the global political climate as it stands, too.”
Ready to Improve Your Workplace’s Mental Health Support?
At Other Box, we believe in creating healthier, more inclusive workplaces. If your company wants to improve its mental health policies, we’re here to help.
Contact us today for support and guidance.
