Mental Health in the workplace: It’s time to show up for your people
1 in 6 workers is struggling. 61% leave their jobs because of it. This Mental Health Awareness Week, it’s time for leaders to step up — and build workplaces people don’t have to recover from.
As we mark Mental Health Awareness Week 2025 (12–18 May), UK employers have an urgent opportunity - and responsibility - to reflect on how we support mental wellbeing at work. This year's theme, 'Community', is a powerful reminder that fostering a culture of support, empathy and connection isn’t just about kindness - it’s essential to performance, retention and organisational health.
Mental Health: Not just personal - profoundly professional
Mental health is too often seen as a personal issue - but the truth is, it’s a workplace issue. It affects focus, performance, relationships, and resilience. Yet it remains the elephant in the boardroom: present, heavy - and too often brushed under the carpet.
In an era where technology has us more connected than ever, too many people still suffer in silence - unseen, unsupported and overwhelmed.
The numbers tell the story - and it's time we listen
The statistics are eye-opening:
1 in 6 UK workers experiences depression, anxiety or stress-related issues at any time
In 2022/23, an estimated 875,000 workers suffered from work-related mental health issues, causing the loss of 17.1 million working days
Poor mental health is costing UK employers between £45 - £56 billion annually
Only 13% of UK employees feel comfortable discussing mental health at work
A staggering 61% of UK employees who left or plan to leave a job cite poor mental health as a reason
Globally, the World Health Organisation (WHO) estimates that depression and anxiety cost the economy $1 trillion each year in lost productivity
These aren’t just numbers - they represent lives, livelihoods, and untapped potential.
“There is no health without mental health.” - World Health Organisation
Behind every statistic is a story
Nearly 89% of workers with mental health issues say it affects their working life. Many consider resigning. Some do stay but quietly burn out. And when support is lacking, performance inevitably suffers.
Businesses cannot afford to treat mental health as an afterthought.
Beyond lip service: What real support looks like
Awareness is a start. But it’s just the start. The real impact? That comes from consistent, courageous action.
Here are six evidence-backed, people-first practices that every employer should be adopting:
1. Encourage open conversations
Create a culture where it's okay not to be okay. Leaders must model openness and vulnerability. Talking about mental health shouldn't be taboo - it should be part of everyday dialogue.
2. Train managers to recognise and respond
Managers are the first line of defence. Equip them with mental health training to spot early signs of stress or burnout, respond with empathy and guide staff toward appropriate support.
3. Offer flexible work options
Hybrid and flexible work arrangements are not luxuries. They are essential tools in supporting mental health. Trust people to manage their time and they’ll reward you with loyalty and productivity.
4. Provide easy access to support
Implement or enhance Employee Assistance Programmes (EAPs), make counselling and wellness resources visible and stigma-free and ensure your people know where to turn before they hit a crisis.
5. Create safe, supportive spaces
Encourage breaks. Provide quiet rooms. Promote a workplace where every voice feels heard and no one is afraid to speak up.
6. Make well-being a year-round priority
Mental Health Awareness Week is a vital spotlight - but the real change happens in the day-to-day actions to address the underlying problems and issues. Build regular wellbeing check-ins, training and workshops into your organisation so that talking about mental health becomes the norm.
Why it matters now more than ever
The world of work has changed. The lines between personal and professional life have blurred. Economic uncertainty, societal pressure, and digital overload have stretched everyone’s mental bandwidth.
But there’s also a powerful opportunity here: to build workplaces that are not just productive, but human. Where compassion is a core competency and community is the foundation.
The business case for mental health investment
Supporting mental health isn’t just morally right - it makes business sense:
Every £1 invested in mental health support returns £5 through reduced absenteeism, presenteeism and staff turnover.
Happy employees are 13% more productive.
Organisations with strong wellbeing cultures outperform those without by up to 3x in profitability.
Be the workplace they don’t have to recover from
Let this Mental Health Awareness Week be more than a box-ticking exercise. Let it be the catalyst for a lasting shift in how we lead, listen and care.
This week, ask your team one question: “How can we better support your mental health?” Then listen. Really listen.
That vision isn’t just possible - it’s essential.
Because when you care for your people, they care right back. And that’s a legacy worth building.