As employers look for ways to retain and attract top talent, many would assume businesses are prioritising supporting their teams. Especially given that poor mental health costs employers up to £56 billion a year. However, evidence shows that this is not the case; even in 2023. Over a third (36%) of companies take a reactive approach to mental health and in my opinion, this is a huge mistake. Employers – large and small – need to be taking a proactive approach to mental health and wellbeing. It’s a foundation of a thriving business.

While HR teams cannot control how employees feel, they can influence the support provided to teams. By integrating mental health and wellbeing into the company’s culture, beyond lip service in job adverts, businesses can foster an environment where every employee respects wellbeing, honours boundaries and pursues a healthy work-life balance.

But that is easier said than done. It’s difficult to create a proactive approach to mental health in a business – especially in a business where historically it hasn’t been a business priority. However, there is a wealth of wellbeing and mental health resources at the fingertips of businesses, designed to facilitate a healthy and vibrant culture. And, here is my advice on how to get started.

Open and honest: A top-down approach

It’s sad to know that most people who are struggling with their mental health have become accustomed to faking wellness – especially in the workplace. This shouldn’t be the case. But the reality is, stigma still exists. It remains difficult to talk about mental health, despite all the relentless efforts to break the stigma. However, in the meantime, employees bottling up their emotions between nine to five, is only going to make a stressful situation worse. Businesses need to provide an environment where employees can talk openly and honestly. This environment is essential to creating a healthy work environment.

To create a workplace routed in transparency and honestly, my recommendation would be to take a top-down approach. Have the C-level executives and managers talk openly about their own challenges and what they are doing to cope. That honest conversation – from someone senior within the business – will enable employees to appreciate first-hand the value and importance of openness, carving out a safe space for them to reach out and ask for help.

The number one reason employees hide their mental health at work is: fear of consequences. Will they be overlooked for a promotion? Will they miss out on new opportunities? Hearing first-hand the challenges of management, a culture will evolve where mental health isn’t seen as something to be ashamed of or hide.

Listening to employees

While yes, it is important to encourage employees to be honest about their mental health at work, to go one step further and translate lasting change, businesses need to also offer practical to support that helps employees. Companies need clear processes and policies in place to support employee wellbeing. They need a proactive approach to mental health.

And how do you develop that approach? Listen to employees. It seems so simple, yet so many businesses still make assumptions about the needs and wants of the workforce, without taking the time to ask them.

To bridge this knowledge gap, we did a study into employees creating, ‘The ultimate guide to what people really want’.

The research found that, unsurprisingly, just under half (43%) of employees agree that flexible working is the most important benefit. And while post pandemic, businesses are re-evaluating their flexible work policies, my recommendation is for employers to keep flexible working patterns. Businesses need to give employees the freedom to work around their life schedules. Doing so, will have an enormous impact on employee burnout and mental health.

Taking benefits further

For employees, benefits now rank amongst the top reasons employees pick a job. Whether it’s a gym membership or spa treatments, employees now want to work in a company that offers value beyond their salary. And if that support translates into mental health treatment, businesses will not only retain talent, but show employees their commitment to wellbeing.

Today, there are a variety of digital tools which provide direct mental healthcare to employees available at the tap of a finger. From mediations apps through to therapy apps, employers can fund subscriptions to these services to make mental health support available when employees need it, where they need it.

Training the team – especially managers

When an employee isn’t feeling well, the first thing they’ll do is speak to their managers. Plus, managers are the colleagues that employees interact with most – making them the first opportunity to make an employee struggling with their mental health feel heard and supported. 

It’s for this exact reason that businesses need to invest in training managers. By providing training for managers to develop the skills required to administer mental health first aid, businesses ensure their duty of care is not just met but exceeded.

Help employees access support as soon as they need it. Don’t wait until someone is struggling to implement policies and training that could have helped sooner.

The bottom line: Mental health is a priority

Mental health is an issue that spans far and wide. Organisations need to be continuously looking at their policies, implementing necessary training and providing support to employees before they need it. The ones who do will benefit from increased employee satisfaction, happiness and productivity.

It’s time to address mental health head on in the workplace. The business will be better for it.