Mental Health Support: What Employers Need to Know (and Do)
- Leslie Speas
- 6 days ago
- 3 min read
Mental health isn’t just a personal issue; it’s a workplace issue. When employees are struggling emotionally, it shows up in productivity, relationships, engagement, and retention. Yet too often, organizations treat mental health like a checkbox. They send out a mental health awareness email in May or offer access to a meditation app and call it a day.
That’s not enough.
Supporting employee mental health requires more than good intentions. It takes a cultural commitment, leadership modeling, and practical tools that make it safe and easy for employees to prioritize their well-being.
Here’s what organizations can (and should) do to create a workplace where mental health is respected, supported, and normalized:
1. Normalize the Conversation
If no one talks about mental health, employees won’t, either. Leaders set the tone. When managers share that they’ve gone to counseling or share their struggles, it gives others permission to do the same.
Pro tip: Host workshops or sessions where people can share stories and maybe even invite a therapist to do Q&As.
2. Train Managers to Spot the Signs
Managers are often the first to notice when someone is off their game, but many don’t know what to do with that information. Equip them with basic mental health awareness training so they can check in with empathy and refer to resources instead of ignoring the signs or jumping to performance concerns.
Pro tip: A little training goes a long way. A 1-hour session on Mental Health Awareness and how to approach employees who appear to be struggling can make a major difference.
3. Make Your Employee Assistance Program (EAP) or Support Resources Visible and Accessible
Many employees have no idea what an EAP is or that it’s free and confidential. If you have one, highlight it during onboarding, in team meetings, on your intranet, and in newsletters.
Pro tip: Create a one-pager with crisis lines, counseling options, and community resources. (Need one? I’ve got you.)
4. Address Workload and Burnout
No amount of yoga or meditation can compensate for a crushing workload or toxic expectations. If you want to support mental health, take a good, hard look at job demands, deadlines, and staffing levels.
Pro tip: Are we rewarding people for working nonstop? Or are we modeling healthy boundaries?
5. Offer Flexibility Where You Can
Giving people more control over their schedules is one of the most impactful (and inexpensive) ways to reduce stress. Flex time, remote options, and mental health days show trust and promote better mental health.
6. Create Opportunities for Connection
Loneliness and isolation are huge contributors to poor mental health, especially in hybrid or remote environments. Foster spaces for peer support, connection, and casual check-ins.
Examples: Monthly coffee chats, team gratitude circles, Slack support channels, or buddy systems.
Final Thoughts
It doesn’t take that much effort to create a mentally healthy workplace. You just have to care, be intentional, and take small steps. All these things will add up over time.
When your people feel supported, they stay longer, perform better, and show up as their best selves. And that’s good for everyone.
Help is available!
InfluenceHR offers workshops on Minding Mental Health at Work for leaders and employees. Other options include 7 Habits of Less-Stressed People, Banishing Burnout, Mindfulness at work, and monthly wellbeing challenges. Reach out to leslie@influencehrconsulting.com for more information.
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