8 Ways Employers Can Support Mental Health in the Workplace

As we head into 2026, one thing is increasingly clear: most organisations are still not doing enough to support mental health in the workplace. The pressure on employees continues to rise, the data grows more alarming each year and yet many companies are still relying on surface-level fixes. An EAP is rolled out as a box tick. A mindfulness webinar is booked once a year. A wellbeing newsletter goes out… and everyone hopes it will be enough.

‍

But the gap between what employees need and what organisations provide keeps widening. The McKinsey Health Institute’s most recent findings show that fewer than six in ten employees consider themselves in good holistic health. Workload strain, emotional fatigue and rising stress levels are now common across industries. 

‍

Deloitte’s analysis also highlights the financial impact, with poor mental health costing UK employers billions annually through lost productivity, absenteeism and people trying to work while struggling.

‍

So the disconnect is no longer subtle. We know what improves mental health at work. We know the impact on performance, culture and retention. Yet too many organisations continue to underinvest or delay taking meaningful action.

‍

If leaders want their teams to thrive in 2026 and beyond, supporting mental health in the workplace cannot be a gesture. It needs to be strategic, embedded and lived every day.

‍

Here are eight practical, research-backed ways employers can build healthier, more resilient and higher-performing teams this year.

How can employers support mental health at work?

1. Adopt a holistic approach to employee wellbeing

Mental health in the workplace goes far beyond reactive support. The McKinsey Health Institute consistently emphasises the need for a holistic view of employee wellbeing that includes mental, social, emotional and physical health. Their research shows that when organisations commit to whole-person health, employees experience higher engagement, lower burnout and significantly better overall outcomes.

‍

A holistic approach means reviewing the entire work environment, not only individual behaviours. That includes job design, leadership behaviours, workload, connection, meaning and the psychological safety of the team.

‍

Practical ways to embed this:

• Make wellbeing a leadership discussion, not an HR afterthought
• Encourage social connection as part of everyday work
• Review roles and responsibilities to prevent unrealistic workloads
• Integrate health and wellbeing into performance conversations

2. Invest in mental health training for managers and teams

One of the most effective ways to improve mental health at work is through training. Evidence shows that managers feel responsible for supporting their teams, but many lack the confidence or skills to do it well. Mental health training for managers bridges that gap.

‍

Training can include mental health awareness, how to talk about mental health at work, recognising early signs of burnout and understanding how to support colleagues without taking on the role of a therapist.

‍

Training that makes the biggest difference includes:

• Mental health training for managers
• Mental health awareness training for teams
• Mental health first aiders in the workplace
• Resilience, stress management and emotional regulation workshops

These programmes build capability, create consistency and help organisations respond early rather than when someone is already overwhelmed.

3. Create a culture of openness and psychological safety

Even the best workplace mental health support will be ignored if people fear judgement, career damage or being seen as weak. Psychological safety is essential. It gives people permission to speak up, ask for help, share struggles and admit mistakes without fear.

‍

The World Economic Forum highlights that psychological safety is now one of the most important predictors of strong performance, collaboration and innovation.

‍

To build psychological safety, employers can:

• Model openness at senior levels
• Encourage regular check-ins that go beyond workload
• Train managers in empathetic communication
• Celebrate honesty, not overwork
• Provide confidential routes for raising concerns

4. Integrate mental health into organisational strategy

Supporting mental health in the workplace cannot be a stand-alone initiative. It needs to sit within the organisation’s strategic priorities. McKinsey’s Thriving Workplaces report found that organisations that embed wellbeing into leadership, operations and long-term planning significantly outperform those that do not.

‍

Wellbeing becomes truly effective when it is:

• Measured
• Budgeted
• Reviewed at board or SLT level
• Aligned to organisational goals

When mental health is part of how decisions are made, not a campaign that runs once a year, cultures genuinely change.

5. Support flexibility, autonomy and healthy workload expectations

Flexible working continues to be one of the strongest contributors to good mental health at work. According to McKinsey’s research, autonomy, control, and flexibility significantly reduce burnout and improve overall wellbeing.

‍

On the flip side, low autonomy, unclear expectations and poor workload management are some of the most common triggers for mental health issues in the workplace.

‍

Employers can support this by:

• Allowing flexible hours where possible
• Encouraging meaningful boundaries in hybrid work
• Regularly reviewing workload across teams
• Acknowledging the mental load managers carry
• Making rest, recovery and role clarity a priority

6. Make mental health support visible, accessible and stigma-free

Many organisations technically have support available, but employees do not know where to find it or feel uncomfortable using it. Visibility is key.

‍

Support options may include Employee Assistance Programmes, mental health first aiders, anonymous helplines, wellbeing hubs, resilience coaching or specialist external services.

‍

Deloitte’s research shows that for every £1 invested in mental health support, employers see an average return of £4.70 to £5 through reduced absence, better productivity and stronger engagement.

‍

7. Strengthen leadership accountability for wellbeing

Leaders directly influence how safe, supported and valued people feel at work. When leaders are accountable for wellbeing, teams experience significantly better outcomes.

‍

This includes:

• Leaders being trained in mental health awareness
• Wellbeing performance indicators built into leadership KPIs
• Senior leaders openly talking about mental health
• Managers modelling healthy working habits

When leaders live the behaviours they want to see, the entire culture shifts.

8. Measure, listen and continuously improve

Effective wellbeing strategies are not static. They need to evolve based on employee feedback, organisational data and regular review.

‍

Organisations can measure progress by:

• Running regular wellbeing surveys
• Tracking burnout indicators
• Monitoring absence and turnover
• Reviewing uptake of mental health resources
• Listening to employee focus groups or feedback channels

Data tells a story. The most successful organisations are the ones willing to listen and adapt.

Creating a mentally healthy workplace that performs

Supporting mental health in the workplace is one of the most effective ways to strengthen performance, retention and resilience. When people feel supported, heard and psychologically safe, they communicate better, collaborate more easily and contribute more consistently.

‍

If you are exploring how to improve mental health in your organisation or you want to build a robust workplace mental health strategy, we would love to support you. Whether you need mental health training for managers, awareness sessions, resilience workshops or leadership development, we are here to help.

‍

If you would like to talk about how we can support your organisation’s mental health strategy, drop Rach a note at rachel@pushmindandbody.com and we’ll take it from there!

‍