How to Start the Conversation: Seeking Support in the Workplace

In today’s fast-paced work environment, employee mental health is becoming increasingly important. The rising occurrence of burnout, stress, and other mental health problems has led organisations to reassess their workplace practices. Supporting mental wellbeing isn’t just about feeling good — it’s crucial for productivity, engagement, and fostering a positive organisational culture.

Why Is Workplace Mental Health Such a Focus Now?

Work-related stress, excessive workloads, and lack of support have been hot topics for a while. However, the effects of burnout—persistent exhaustion, cynicism, and decreased performance—are now clearer and more damaging than ever. The Covid-19 pandemic further highlighted the importance of mental wellbeing, prompting organisations to rethink their approach.

What Can Your Employer Do to Support Staff Wellbeing?

Your employer has responsibilities to ensure they are supporting all of their staff’s wellbeing. Here are some ideas of reasonable adjustments that your employer could implement:

1. Develop Personalised Mental Health Plan

Every employee’s mental health journey is unique. Employers can support this by creating flexible, personalised plans that include access to counselling, stress management techniques, or wellness resources. Offering confidential mental health assessments or check-ins can help identify individual needs and develop action plans that suit each person.

2. Leverage Technology

Online platforms, mental health apps, and digital resources can provide anytime, anywhere support. Whether it’s mindfulness apps, virtual therapy sessions, or stress-tracking tools, technology offers accessible ways for employees to manage their wellbeing daily.

3. Train Managers to Provide Support

Managers play a crucial role in fostering a mental health-friendly environment. Training programs should cover how to recognise early signs of burnout or distress, how to approach conversations sensitively, and how to connect employees with appropriate support services. Empowered managers can build trust and promote open, stigma-free dialogue around mental health.

4. Promote Better Work-Life Balance

Encourage boundaries—like switching off after hours—and respect flexible working arrangements. Regular breaks, reasonable workloads, and clear expectations prevent exhaustion and help sustain motivation. 

5. Foster a Supportive Culture

Create an organisational culture where mental health is openly discussed and prioritised. Recognition programs, mental health champions, and regular check-ins promote a sense of belonging and reduce stigma.

When to Seek Extra Support?

When you feel overwhelmed, it’s advisable to speak with your line manager or HR representative—preferably when you are in a calm state—so you can articulate your needs clearly. Remember, seeking support is a sign of strength, and early communication can lead to practical adjustments, such as flexible working, reduced hours, or access to counselling, helping you maintain your health and continue contributing effectively at work.

It’s often helpful to consider early signs of stress or burnout—such as difficulty concentrating, increased anxiety, or physical symptoms—and to approach the conversation calmly and professionally. Many organisations now have Employee Assistance Programmes (EAPs) or confidential HR support channels that provide guidance and support. You may also want to explore independent avenues for support like private therapy or wellbeing programmes, which can be accessed via your GP. The most important thing is that you are communicating with others and are not suffering alone.  

What if my Employer is Not Receptive?

In the UK, employers have a legal responsibility to support employees' health and wellbeing, including mental health. Under the Equality Act 2010, employers must make reasonable adjustments for employees experiencing mental health difficulties to ensure they can perform their roles effectively and safely. Despite this, many employees find approaching their employer for help to be daunting. Concerns about stigma, fear of being perceived as unable to cope, or worries about negative career implications can make initiating these conversations feel intimidating. However, it is important to remember that your employer wants to get the best out of you and so it is in their interest to support you and to create healthy environments where staff can thrive. Research indicates that investing in mental health isn’t just compassionate; it benefits businesses. Companies that prioritise employee wellbeing experience lower absenteeism, higher engagement, and increased productivity, all while cultivating a positive work culture. When people feel supported and valued at work, everyone benefits—your team, your organisation, and you.