When was the last time your business made mental health a true priority? Not a box-ticking exercise, not an annual wellbeing day, but a dedicated, consistent effort to ensure every employee feels supported, heard, and valued?
For many businesses, mental health initiatives are often reactive, only addressed when a crisis forces action.
Here is the truth: mental health is not a side issue. It is at the very heart of an organisation’s success, a team’s productivity, and the ability to attract and retain the best talent.
It is the glue that holds your workplace together and without it, cracks start to show.
Recent studies paint a stark picture. As of 2025, over 70% of employees report that work-related stress impacts their mental health. Absenteeism due to mental health challenges costs UK businesses an estimated £56 billion annually. Yet, a large proportion of companies still operate without a concrete plan to address these issues. They remain stuck in outdated models that treat mental health as an afterthought, rather than a strategic imperative.
Imagine a different workplace; one where every employee feels safe to speak up, every manager or leader is equipped to respond with compassion, and mental health is embedded in the culture, not hidden behind stigma. Imagine a workplace where employees thrive, and the business flourishes because of it.
Creating a Mental Health Action Plan is not just about reducing absenteeism or improving retention rates; it is about building a culture of care. It sends a clear message to your team:
“We see you.”
“We value you.”
“We are here to support you.”
This plan serves as a roadmap for identifying challenges, implementing solutions, and fostering an environment where mental health is normalised and supported at every level. It is an opportunity to step up as a leader in your industry, not just in business, but in humanity.
In this post I will walk you through the critical steps of creating a Mental Health Action Plan for your business (yes it is a personal opinion, yes it is what I believe to be the best benefit for Mental Health Awareness especially in the workplace). Whether you are a small start-up or a large corporation, these strategies are scalable and actionable, designed to make a meaningful impact. From assessing your workplace environment to fostering open communication, I will explore how to build a plan that transforms your workplace culture and empowers your team.
By the end of this post, I hope you will not only understand the importance of prioritising mental health, but also have the knowledge to take the first steps towards real change. This is not just another corporate policy, this is about saving lives, nurturing talent, and ensuring your business stands as a beacon of support in an ever-changing world.
When was the last time you truly considered the impact mental health challenges take on your employees, not just as individuals, but as a complete workforce? Mental health is no longer an invisible issue confined to the personal realm; it is a profound organisational concern that shapes the success and sustainability of every business.
Mental health issues in the workplace have been building for years, but the COVID-19 pandemic brought them to the forefront. Even before 2020, the warning signs were clear. Here is a timeline of the growing mental health crisis, underscoring its impact on employees and businesses:
These figures are not just statistics, they represent untold stories of burnout, anxiety, and exhaustion. Each number hides the sleepless nights, panic attacks, and broken lives of employees struggling in silence.
For businesses, the cost of ignoring mental health is staggering. Absenteeism, presenteeism (working while unwell), and high employee turnover are just the surface symptoms of a deeper problem. Research from Deloitte UK (2022) found that for every £1 invested in mental health initiatives, businesses could expect a return of £5.30 in reduced absenteeism and improved productivity.
Many organisations still see mental health support as a “nice to have” rather than a necessity. This outdated mindset is not only damaging, it is expensive.
Let me step away from the data and focus on the human side. Imagine Claire, a team leader in a fast-paced corporate role. For months, Claire worked late, pushed through deadlines, and ignored the creeping signs of burnout. One morning, she couldn’t get out of bed. Panic attacks took over her life, and she resigned, leaving her employer scrambling to fill her role.
Claire’s story is not unique. It happens every day, in every industry, to people who believe they must “power through” to succeed. Businesses lose not just talent but also trust when employees feel unsupported in their struggles.
The COVID-19 pandemic may have amplified the mental health crisis, but its roots run deeper. Toxic workplace cultures, relentless workloads, and a lack of support systems have created a perfect storm. Yet, there is hope. Businesses that prioritise mental health see profound benefits, including:
Mental health is not a secondary concern; it is the foundation upon which successful organisations are built. By recognising its importance, you are not just supporting your employees; you are future-proofing your business. This is your opportunity to create a workplace where mental health is not stigmatised but celebrated as part of a thriving culture.
Developing a Mental Health Action Plan is not just about ticking boxes; it is about creating a roadmap that truly addresses the needs of your employees and delivers a supportive, inclusive culture.
Before implementing any changes, you must understand where your organisation stands. Are your employees working in a culture that promotes mental well-being, or is there hidden stress contributing to their struggles?
In 2023, a global tech company used surveys to identify that 65% of its employees felt overburdened by unclear role expectations. Addressing this led to improved role clarity and a 30% drop in reported workplace stress.
Policies are the backbone of a supportive workplace. They provide guidance for both employees and managers, ensuring that mental health is treated with the seriousness it deserves.
Reference: The UK government’s Mental Health at Work Action Plan (2022) is an excellent resource for creating comprehensive policies.
Support systems must be accessible, practical, and varied to meet the needs of a diverse workforce. One-size-fits-all solutions rarely work.
2025 Update: According to Deloitte’s 2025 Workplace Trends Report, businesses offering comprehensive mental health resources reported a 40% improvement in employee satisfaction.
Stigma thrives in silence. Creating a culture where mental health conversations are normalised is crucial.
Case Study: A manufacturing company in Manchester found that after implementing monthly “Check-In Chats,” employees were 2.5 times more likely to seek support when struggling.
Colleagues are often the first point of contact for employees struggling with mental health. Training them to respond appropriately can make all the difference.
Example Programme: Mental Health First Aid (MHFA) training has proven highly effective in empowering colleagues to provide initial support and guidance.
Wellness Action Plans are personalised initiatives that help employees identify triggers, outline coping strategies, and articulate how they can be supported at work.
Resource: Mind UK offers a detailed guide for both employees and managers on creating effective WAPs.
A Mental Health Action Plan is not a static document. Regularly reviewing and updating it ensures it remains relevant and effective.
Gather feedback through quarterly surveys and focus groups to keep your plan aligned with employee needs.
Developing a Mental Health Action Plan is not a one-time task; it is an ongoing commitment to creating a healthier, happier, and more resilient workplace. Each step builds towards a culture of understanding, trust, and proactive support.
Implementing a Mental Health Action Plan can be transformative, but it is not without its challenges. Resistance, stigma, and resource constraints often stand in the way of meaningful progress.
Understanding these barriers and addressing them head-on is critical to creating a workplace where mental health support is not just an idea, but a reality.
Stigma remains one of the most significant obstacles to mental health initiatives. Many employees fear being judged, misunderstood, or even penalised for admitting they are struggling. This culture of silence prevents individuals from seeking help and undermines the effectiveness of even the most comprehensive action plans.
Real-World Example: A 2024 survey by the Mental Health Foundation found that companies with visible leadership support for mental health saw a 45% increase in employees seeking help.
While employees may welcome mental health initiatives, leadership teams are sometimes hesitant to invest in them. Concerns about costs, time, and measurable outcomes often result in a lack of buy-in from senior decision-makers.
Smaller organisations or those with limited budgets often struggle to allocate resources for mental health initiatives. However, meaningful change does not always require significant financial investment.
Managers, Employees, and Leaders often feel ill-equipped to handle sensitive conversations about mental health. This lack of confidence can lead to avoidance or mishandling of situations, further alienating employees who are struggling.
In some organisations, particularly those with long-standing, rigid hierarchies, cultural norms can act as a barrier to change. Employees may perceive mental health initiatives as superficial or tokenistic if they are not embedded in the organisations values.
A common mistake is treating mental health initiatives as one-off projects rather than ongoing commitments. Without regular reinforcement, these efforts often fade away, leaving employees disillusioned.
Overcoming these barriers requires patience, persistence, and collaboration. It is not enough to simply have a plan on paper; it must be brought to life through consistent action and communication. By addressing these challenges, businesses can create a culture where mental health is prioritised and barriers to support are broken down.
Imagine walking into work one morning, burdened by overwhelming anxiety, depression, or burnout. You pass your manager in the corridor, exchange polite pleasantries, and carry on. But then, a trusted colleague asks:
“Are you okay? You don’t seem yourself.“
That simple, compassionate question can often be the first step towards healing.
Peer-to-peer support is the unsung hero of workplace mental health. While leadership and policies play vital roles, it is the relationships between colleagues that often provide the most immediate and meaningful support.
Creating a workplace where peer support thrives requires deliberate effort. Here is how organisations can foster this culture:
Even with peer support in place, stigma can prevent employees from reaching out. Addressing this requires a cultural shift:
Example: A senior executive at a UK-based tech firm shared their battle with anxiety in a company-wide email, leading to a 40% increase in employees engaging with mental health resources.
Peer support doesn’t just benefit individuals; it transforms entire workplaces. When employees feel cared for by their colleagues, trust grows, teams become more cohesive, and workplace culture shifts towards empathy and collaboration. This ripple effect can lead to:
In 2022, a large retail chain in the UK implemented a peer support programme where every employee was paired with a mental health buddy. Within six months, they saw:
Peer-to-peer support is more than just a safety net; it is a lifeline. It creates a human connection that policies and business leadership alone cannot achieve. By empowering employees to support one another, businesses can build a culture of trust, understanding, and compassion.
Disclaimer: The following case study has been anonymised to ensure the confidentiality of individuals and organisations involved. The information provided reflects general best practices and lessons learned from implementing mental health initiatives within a workplace setting. Any resemblance to real organisations or persons is purely coincidental. The case study aligns with UK GDPR (General Data Protection Regulation) and legal obligations to protect sensitive data and ensure compliance. Readers are reminded to tailor mental health practices to their specific organisational context while adhering to applicable legislation. The author assumes no liability for the misuse of this information, and organisations must seek professional advice to ensure compliance with legal and regulatory requirements.
PiiTechTeam Ltd, a medium-sized UK-based technology firm specialising in IT consultancy and software solutions, faced increasing challenges with workplace mental health during and after the COVID-19 pandemic. Rising absenteeism, high employee turnover, and plummeting engagement scores highlighted an urgent need to prioritise mental health. With a workforce of 250 employees, the organisation recognised the importance of creating a proactive and sustainable Mental Health Action Plan.
In 2021, internal surveys revealed that:
After identifying key areas of stress, PiiTechTeam Ltd formed a cross-functional Mental Health Task Force. This team included HR professionals, line managers, and volunteer employees passionate about mental health. The plan had three core objectives:
Mental Health Awareness Training: All employees, including managers, attended training sessions delivered by a certified mental health charity. These sessions emphasised recognising early signs of distress and initiating supportive conversations.
Flexible Working Policy: PiiTechTeam Ltd introduced flexible hours and remote working options, allowing employees to better balance their personal and professional lives.
Employee Assistance Programme (EAP):The company partnered with an external provider to offer confidential counselling services, financial advice, and legal support to employees.
Recognising the importance of colleague-led support, PiiTechTeam Ltd launched a Mental Health Buddy Programme. Employees volunteered to act as informal support figures, undergoing training to provide basic guidance and signpost professional resources.
To evaluate the impact of their initiatives, PiiTechTeam Ltd collected data through quarterly surveys, absenteeism reports, and employee feedback. The results included:
Despite these successes, challenges remained with some employees reluctant to engage due to cultural stigma in certain teams. To address this, the task force ran tailored campaigns to normalise mental health conversations.
By 2024, PiiTechTeam Ltd had become a leader in workplace mental health within its sector. Its efforts earned recognition from industry bodies, including a Workplace Wellbeing Award, and it continued to refine its approach based on employee input.
A successful Mental Health Action Plan is not static; it is a living strategy that evolves with the organisation. Prioritise transparency, employee involvement, and compliance with legal standards to ensure lasting impact.
This case study illustrates how a commitment to mental health can transform workplace culture, drive engagement, and boost organisational success.
Creating a supportive workplace that prioritises mental health does not require a major overhaul or an endless budget; it requires commitment, awareness, and action. The most effective businesses understand that mental health is not about hierarchy, but about trust, connection, and collective responsibility.
True leadership exists at every level, and colleagues, not managers, are often the first to notice when someone is struggling.
Workplace mental health is not a trend. It is not a policy statement buried in an HR document. It is not a once-a-year wellbeing event with free fruit and yoga sessions. It is a fundamental part of a thriving, productive, and ethical business.
“So many businesses fail to see the urgency.”
They wait until burnout, stress-related absences, and high turnover rates force them to take action. By that point, the damage is already done.
The best time to implement a Mental Health Action Plan was yesterday. The second-best time is today.
This post has outlined my opinion on a clear, structured approach to creating a workplace where mental health is not just supported but actively embedded in the culture.
For those who remain unconvinced, let us look at why prioritising mental health is not just an ethical decision, but a financially smart one:
This is your opportunity to be a business that gets it right. A business where mental health is not delegated to HR, but woven into the fabric of every interaction. A business where every employee, regardless of role, title, or seniority, feels responsible for the wellbeing of those around them. A business that does not wait for a crisis before acting.
You do not have to have all the answers. You do not have to be perfect. But you do have to start somewhere. Mental health in the workplace is everyone’s responsibility. The sooner we realise that, the sooner we create workplaces where nobody suffers in silence.
This completes this post – “Creating a Mental Health Action Plan for Your Business”, but the conversation is far from over. A Mental Health Action Plan is not just a one-time fix, it is an ongoing commitment to doing better, every single day.
Mental health is not just a workplace issue. It is not just an HR policy, a line in a benefits package, or a training session that employees attend once a year. Mental health is life itself. It is the silent battles people fight behind closed doors. It is the weight of unspoken struggles carried into every interaction. It is the difference between someone feeling seen and supported, or isolated and ignored.
The reality is simple – every single one of us will experience a mental health challenge at some point in our lives; whether personally, through a family member, a friend, or a colleague. This is not a conversation for other people. This is for you. This is for all of us. That is why this series has mattered.
Microsoft Solution Architect, Senior Project Manager, and Mental Health Advocate
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