Communicate clearly to support mental health at work
Suggested Actions
Use plain, non-judgemental language, avoid unnecessary clinical terminology and make it clear that different experiences and responses are valid.
Provide key messages, briefing materials and opportunities to practise difficult conversations so communication does not depend on individual confidence alone.
Keep a current list of internal and external options that explains what each service offers, how to access it and any limits or eligibility requirements.
Select channels that reach different roles and locations, repeat essential information and keep a consistent place where current support details can be found.
Explain both what the organisation will do and what it cannot promise, so openness builds realistic trust rather than raising unclear expectations.
Coordinate messages across leaders, managers and communication channels, and update employees promptly when circumstances or arrangements change.
Check language, format, reading level and channel choice, including whether people without regular computer access can receive the information.
Acknowledge the event, provide verified information, explain available support and review communications for language that could increase distress or stigma.
Resources & Downloads
Learn more about a myriad of topics around Stress and Mental Health from the Health and Safety Executive
Wellness Actions Plans are an easy, practical way of helping you support your own mental health at work.
And if you're a manager, they allow you to support the mental health of your team members.
If you need urgent help for your mental health, you’re not alone. There are people you can talk to right now who will listen and help you find the right support.
We know that we need to do things every day to take care of our physical health, like brushing our teeth or eating our greens. Sometimes it’s harder to take the same approach with our mental health.
How should I talk about mental health, phrases to use and avoid, and talking to someone you’re worried about.
Mental wellbeing describes your mental state - how you are feeling and how well you can cope with day-to-day life. Our mental wellbeing is dynamic. It can change from moment to moment, day to day, month to month or year to year
Managing and supporting people’s mental health at work is a critical challenge for employers. Promoting good health and wellbeing is a core element of providing good work and improving working lives.
Crisis events like natural disasters, war or the COVID-19 pandemic have a serious impact on people’s lives and on organisations.
MindWell is Leeds’ free mental health website – making it easier for people to find the right support, information and services.
Your employees are your organisation’s greatest asset.
Learn how you can be mentally healthy at work, with suggestions for what you can do and where you can get support if you experience poor mental health.
We can all face pressure at work, regardless of age, experience or job title. Sometimes pressure can motivate and make us more productive.
Redundancy can cause huge uncertainty, stress and anxiety. And it can make existing mental health problems worse.
This toolkit provides an introduction to the role of engagement champions and their use within organisations to drive employee engagement and improve the employee experience.
The Toolkit
Engaging with your employees to increase their awareness of mental health in the workplace is a priority.
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TaskHave a clear plan for mental health across your workplace
Ensure employers establish an inclusive, actionable mental health strategy.
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TaskEstablish fair and inclusive policies and procedures
This action ensures workplace policies are legally compliant, inclusive, and fair.
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TaskDemonstrate your commitment to mental health at work
This action embeds mental health into an organisation’s core identity and leadership agenda.
Help your employees to understand their role in positive mental wellbeing. Help build confidence in your team and reduce stigma.
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TaskProtect people from harm at work
This action proactively safeguards employees by mitigating workplace hazards and misconduct.
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TaskCreate a safe and supportive environment that protects mental health.
This action fosters an open, respectful, and confidential workplace culture.
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TaskSupport flexible ways of working
This action empowers businesses to accommodate the diverse life stages and unexpected needs of their workforce by offering adaptable hours, locations, and transition plans.
Implement a solid approach to prevent bullying & discrimination and use sustainable methods to support employees.
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TaskSupport physical activity for good mental health
This action champions the vital link between movement and mental wellbeing by integrating physical activity directly into the working day.
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TaskSupport self-care for good mental health
This action empowers employees to actively manage their wellbeing by embedding and normalising self-care practices within the working day.
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TaskProvide a variety of mental health support options
This action ensures that employees have immediate access to a diverse ecosystem of mental health resources tailored to their individual preferences and needs.
Get Involved
The Leeds Mindful Employer Network brings local employers together to champion positive mental health at work. The Network is unique to Leeds, putting the city at the forefront of workplace mental health and wellbeing.
Becoming a Mindful Employer opens your business and staff up to a bunch of benefits. From quarterly peer support events to learn and newsletters and bulletins to keep you informed to local training, tools and resources.