In today’s workplaces, supporting employee mental health isn’t just a “nice-to-have”—it’s a business and moral imperative.
For social sector organisations, where staff are often highly committed to making a difference, looking after mental health at work is not just a wellbeing issue—it’s central to your mission and impact.
But despite growing mental health awareness at work, many employees still feel unable to open up about their challenges. So, what’s holding them back? And how can organisations create an environment where mental health conversations at work are not only encouraged but normalised?
In this blog, we’ll explore the barriers to discussing mental health at work, why a supportive workplace culture is essential, and how managers can play a pivotal role in recognising the signs of poor or declining mental health. We’ll also share practical tips on empowering employees to discuss mental health and creating a community of care—fitting perfectly with this year’s Mental Health Awareness Week theme: Community.
What Do We Mean by Empowering Mental Health Conversations?
Empowering employees to discuss mental health means creating a workplace where people feel safe to share their challenges without fear of judgement, stigma, or negative consequences. It’s about shifting from “mental health as a private matter” to “mental health as part of who we are at work.”
However, unlike one-off wellbeing campaigns, this empowerment needs to be embedded into the day-to-day culture—through workplace mental health awareness, leadership behaviours, and organisational practices.
It’s important to understand how this differs from other forms of support:
- Empowering conversations are about listening, validating, and signposting—not fixing.
- Mentoring or coaching often focuses on career growth, while conversations about mental health are about overall wellbeing.
- Training provides knowledge but doesn’t replace the need for human connection and ongoing dialogue.
For the social sector, where teams are often emotionally invested in their work, creating a supportive workplace culture is essential to protect both people and purpose.
The Obstacles Employees Face
Several barriers can stop employees from speaking up about their mental health at work:
- Language and Terminology
Many employees worry they won’t have the “right words” to describe what they’re going through, or they fear being misunderstood.
- Limited Contact Time with Managers
In busy workplaces or remote working environments, meaningful one-to-one conversations can fall by the wayside, leaving employees feeling unseen or unsupported.
- Stigma and Fear of Career Impact
Employees often fear they’ll be judged as weak, incapable, or unreliable if they disclose mental health struggles.
- Lack of Clear Channels or Policies
Without visible support systems—like trained mental health champions, EAPs, or clear policies—employees may not know where or how to seek help.
Why Creating a Supportive Environment Matters
When organisations adopt an open, compassionate culture, the benefits ripple across teams and individuals:
- Increased Employee Engagement and Trust
When leaders demonstrate support for employee mental health, employees feel valued as whole people, not just workers, which boosts engagement and retention.
- Early Intervention
A supportive environment allows for earlier mental health conversations at work, often preventing more serious issues down the line.
- Stronger Sense of Community
Aligning with the Mental Health Awareness Week theme, a caring workplace community helps people feel connected, less isolated, and more willing to ask for help.
Recognising the Signs of Poor or Declining Mental Health
Recognising the signs of poor mental health is a key skill for managers and colleagues. Look out for:
- Changes in mood, behaviour, or communication style
- Withdrawal from team interactions or activities
- Increased absences or presenteeism (being at work but not fully functioning)
- Decline in work performance or focus
The key is to approach any concerns sensitively, without assumptions or judgment.
Practical Tips for Breaking Down Barriers
- Normalise the Conversation
Leaders and managers can set the tone by sharing their own experiences or openly discussing mental health at work during team meetings.
- Train Managers in Active Listening
Equip line managers with the skills to have compassionate, non-judgemental mental health conversations at work and to signpost support options.
- Create Opportunities for Connection
Introduce regular check-ins, buddy systems, or wellbeing chats—especially important in remote working and hybrid teams.
- Use Clear, Accessible Language
Avoid clinical jargon. Simple language like “how are you doing, really?” can go a long way.
- Promote Available Resources
Make sure employees know about EAPs, helplines, and workplace mental health awareness resources—and encourage them to use these without fear.
More Guidance and Information
Empowering mental health conversations at work is an ongoing journey, not a tick-box exercise.
To support you further, through Roots HR you can:
- Request your free copy of our Toolkit on Wellbeing at Work, filled with practical resources to improve mental health at work: Download the toolkit here.
- Watch our recent webinar Unlock the Power of Meaningful Mental Health Conversations in the Workplace, for guidance on how to approach these topics, including mental health conversations at work with confidence: Watch the webinar here.
- Explore our full webinar library for more practical sessions on HR and leadership topics.
- Get in touch via our Contact Us page for tailored advice and support on improving mental health awareness in your workplace.
Mental Health Awareness Week 2025: Building a Community of Care
As we mark Mental Health Awareness Week, let’s work together to break the silence around mental health and build workplace communities where everyone feels seen, heard, and supported.
As we come together for Mental Health Awareness Week 2025, it’s the perfect opportunity to reflect on how we can make movement—both physical and cultural—a central part of our workplaces. It’s not just about stepping away from the desk or getting outside; it’s about moving towards a culture where mental health is prioritised, conversations are open, and everyone feels supported.
By creating space for honest dialogue, checking in with colleagues, and embedding wellbeing into daily working life, we can build a genuine community of care. This benefits not only individuals but the whole organisation, strengthening engagement, resilience, and connection across teams.
If you’re looking for practical ways to make your workplace more supportive and inclusive, we’re here to help. Together, we can create workplaces where people feel valued, safe, and able to thrive.
Get in touch get in touch with us at Roots HR here – Contact | Roots HR with us today to start building your community of care — we’d love to hear from you.
