Fonemedia named Mindful Employer of the Quarter for its commitment to workplace mental health

27 July 2026

Fonemedia has been named Leeds Mindful Employer Network’s 'Mindful Employer of the Quarter' for Quarter 1, 2026–2027.

Congratulations on being named Mindful Employer of the Quarter! How did it feel, and what does this recognition mean to Fonemedia?

Some of the Fonemedia team enjoying some time out at work

It's a real source of pride for the whole team. Mental health support isn't something we do for show or a tick box exercise, it's genuinely built into how we operate day to day, so having that recognised externally by Leeds Mindful Employer Network means a lot. It feels like validation that the changes we've made are landing with our people.

Fonemedia signed the Mindful Employer Charter in 2025. What motivated that, and why was it important?

As a digital agency, our biggest risks to our people aren't physical, they're psychological; fast-paced campaign delivery, client-facing pressure, and an always-on digital culture. Our Senior Leadership Team recognised that mental health needed the same structured attention we already give to other areas of health and safety, so signing the Charter felt like a natural and necessary step.

Since signing the charter, what are the biggest changes you've made?

We've trained an additional Mental Health First Aider to give staff a confidential first point of contact, introduced a Vitality Champion programme to keep wellbeing visible day-to-day, and built workload and capacity monitoring into our account management processes so delivery pressure doesn't go unmanaged. We've also leaned into an open-door culture from the Senior Leadership Team to reduce stigma around raising concerns early.

Hayley, what inspired you to become a Mental Health First Aider, and what has the experience been like?

When I was asked to become a Mental Health First Aider for Fonemedia, I was more than happy to take on the challenge.

Fonemedia colleagues playing a round of indoor golf

The training was really informative and it included plenty of real-life scenarios and discussion points to ensure we’re not only told about how to approach what can be difficult conversations but given great resources and real scenarios to tackle them. It's given me a proper understanding of how to listen without judgement and point people towards the right support, along with the practical skills and confidence to have those conversations. It's not about having all the answers; it's about being present, listening properly, and helping someone take that first step. It's changed how I show up for my colleagues day to day.

Your nomination described a real shift in culture. What's made the biggest difference?

Colleagues feeling able to speak up without it being a big deal. Embedding Mental Health First Aiders and normalising conversations about wellbeing through regular check-ins has taken away a lot of the stigma that used to sit around it.

Which initiatives have had the greatest impact?

Having access to information and webinars covering broader issues around mental health, such as supporting neurodivergent colleagues and employee wellbeing, as well as upskilling leadership through management training, has made a real difference. We've also opened some of these webinars to other Fonemedia colleagues, including sessions on financial wellbeing and Andy's Man Club. The feedback from colleagues who attended was really positive, and it's something we'll keep doing going forward.

What advice would you give an employer considering signing the Charter?

Don't wait until you feel “ready”. Start with the basics (a trained first aider, an open-door culture, regular check-ins) and build from there. It doesn't need to be a big-budget initiative to make a genuine difference.

How has the Leeds Mindful Employer Network supported your journey?

As well as the training of Mental Health First Aiders, we've also had access to a library of great resources through Leeds Mindful Employer Network, which we've been able to share with our colleagues. We've also had in-person support, with Leigh Staunton from Leeds Mind coming in to run several sessions on "Wellness Action Plans" and "Steps to Better Mental Health". Colleagues from every team have joined, from junior to senior, and it's made a real impact for us.

What's next for Fonemedia?

As well as ensuring we have dedicated Mental Health First Aiders and a library of resources for the wider team, we're keeping mental health front of mind with quarterly "Tea and Talk" sessions.

Fonemedia's recent tea and talk

We're aware that not everyone is comfortable talking about their mental health, so these sessions ask everyone to step away from their desks for 30 minutes, enjoy some cake, and get to know their colleagues a bit better. For our last one, in aid of Mental Health Awareness Week in May, we asked colleagues to take part in a general knowledge quiz. It got everyone laughing and encouraged a bit of healthy competition, while pointing them towards mental health resources tied to the 2026 theme, "Action". We're only just getting started with ideas to support the wider team's mental health, so watch this space for 2027!

If you could share one thing about creating a mentally healthy workplace...?

If I could leave employers with one thought, it's that creating a mentally healthy workplace doesn't have to start big. We didn't transform things overnight, we just started taking conversations about mental health as seriously as any other part of how we run the business. Training an additional Mental Health First Aider, building in regular check-ins, and making sure people feel genuinely comfortable speaking up. None of it is expensive or complicated, it just takes a decision to prioritise it. The biggest shift for us has been cultural rather than procedural, and that's the bit we’re proudest of.