29 Apr 2025
As Mental Health Awareness Week approaches (12th–18th May), employers have a unique opportunity to reflect on how they support staff wellbeing—and how they can go further. In a world of hybrid working, economic pressures, and rising stress levels, mental health isn’t a ‘nice-to-have’—it’s a business essential. Below are some ideas around how employers can go above and beyond in supporting mental wellbeing.
Build a Mental Health Strategy, Not Just a Policy
Many companies offer mental health resources like counselling or employee assistance programmes (EAP’s), but these are often reactive. Instead, integrate mental health into core business strategy. This could include:
- Conducting regular wellbeing surveys
- Setting clear mental health KPI’s
- Appointing wellbeing champions across teams
Embedding mental health into your organisational DNA signals genuine commitment—not just compliance.
Empower Managers to Support Mental Health
Managers are key to early intervention, yet many feel unprepared. Providing targeted training helps them recognise signs of distress, respond empathetically, and refer employees to the right support.
In 2025, mental health literacy should be as standard as health and safety or diversity, equality and inclusion training.
Design Work That Protects Wellbeing
Support systems are crucial, but so is how work is structured. Employers should:
- Offer meaningful flexibility, not just remote working
- Set boundaries around out-of-hours contact
- Encourage regular breaks and focus time
- Review workloads to avoid chronic stress
Preventing mental health issues is just as important as treating them.
Normalise Open Conversations
Even with growing awareness, stigma still remains. Create a culture where mental health can be discussed without fear. Consider:
- Monthly check-ins or wellbeing forums
- Anonymous suggestion boxes
- Lived-experience storytelling during awareness events
The more visible and routine these conversations become, the safer employees will feel.
Make Awareness Week Count
Mental Health Awareness Week shouldn’t be a one-off gesture. Use it to launch sustainable initiatives, such as:
- Expert-led workshops or webinars
- Announcing new wellbeing policies or programmes
Let the week serve as a springboard for long-term culture change.
Tailor Support to Your Workforce
Involve employees in designing support that meets their needs. Options might include:
- Financial wellbeing support
- Support for specific experiences, such as menopause or neurodiversity
Offering a ‘one size fits all’ solution is unlikely to be effective and people are more likely to value and appreciate more bespoke initiatives.
This Mental Health Awareness Week, let’s move from awareness to action. Employers who go above and beyond won’t just see lower absenteeism or higher productivity—they’ll build a workplace where people feel genuinely valued.
If you would like to discuss your Mental Health strategy please do get in touch.
