Creating a Mental Health Action Plan for Your Business

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.
The Growing Need for Action

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 They remain stuck in outdated models that treat mental health as an afterthought, rather than a strategic imperative.

 

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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.

Why a Mental Health Action Plan is Vital

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.

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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.

Understanding the Importance of Workplace Mental Health

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.

The Hard Truth: Mental Health in Numbers

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:

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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.

The Financial Impact

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.

Beyond Numbers: The Human Cost

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.

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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.

Why This Matters Now

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:

 

  • Improved retention: Employees are more likely to stay when they feel valued.
  • Higher engagement: Teams that feel supported are more productive and creative.
  • Enhanced reputation: Organisations that champion mental health attract top talent and encourage loyalty.

 

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.

Steps to Develop a Mental Health Action Plan

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.

Step 1: Assess the Current Workplace Environment

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?

How to Assess
  • Employee Surveys: Conduct anonymous surveys to gather honest feedback about mental health challenges, workplace stressors, and support needs.
  • Focus Groups: Organise small, diverse groups to discuss specific mental health issues openly.
  • Workplace Audits: Evaluate workloads, deadlines, management styles, and team dynamics to identify areas for improvement.
Key Questions to Ask
  • Are there common stress points across teams?
  • Do employees feel they can seek help without judgement?
  • Are workloads reasonable and manageable?
Real-World Example

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.

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Step 2: Establish Clear Mental Health Policies

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.

What to Include
  • Anti-Discrimination Policies: Ensure employees are protected against mental health-related bias.
  • Crisis Support Protocols: Outline clear steps for responding to mental health crises.
  • Access to Resources: Provide a list of available support, such as Employee Assistance Programmes (EAPs), counsellors, and external services.

 

Reference: The UK government’s Mental Health at Work Action Plan (2022) is an excellent resource for creating comprehensive policies.

Step 3: Provide Access to Mental Health Resources

Support systems must be accessible, practical, and varied to meet the needs of a diverse workforce. One-size-fits-all solutions rarely work.

Examples of Resources:
  • Counselling Services: Partner with mental health professionals to offer confidential counselling.
  • Mental Health Apps: Tools like Headspace or Calm can support mindfulness and stress management.
  • Stress Management Programmes: Workshops or online courses focusing on resilience, mindfulness, and coping strategies.

 

2025 Update: According to Deloitte’s 2025 Workplace Trends Report, businesses offering comprehensive mental health resources reported a 40% improvement in employee satisfaction.

Step 4: Promote a Culture of Open Communication

Stigma thrives in silence. Creating a culture where mental health conversations are normalised is crucial.

Ways to Encourage Open Communication
  • Awareness Campaigns: Organise events like Mental Health Awareness Week to spark conversations.
  • Training Sessions: Equip employees with the tools to support their peers and themselves.
  • Leadership Advocacy: Leaders should openly discuss mental health to set the tone for the organisation.

 

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.

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Step 5: Train Employees and Leaders

Colleagues are often the first point of contact for employees struggling with mental health. Training them to respond appropriately can make all the difference.

Training Focus Areas
  • Recognising the signs of mental distress (e.g., absenteeism, changes in behaviour).
  • Approaching sensitive conversations with empathy.
  • Knowing when and how to refer employees to managers, MHFAs, or professional support.

 

Example Programme: Mental Health First Aid (MHFA) training has proven highly effective in empowering colleagues to provide initial support and guidance.

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Step 6: Implement Wellness Action Plans (WAPs)

Wellness Action Plans are personalised initiatives that help employees identify triggers, outline coping strategies, and articulate how they can be supported at work.

How to Implement WAPs
  • Encourage employees to complete WAPs during one-to-one sessions with their managers.
  • Use WAPs to establish tailored support measures, such as flexible working hours or regular check-ins.
  • Revisit and update WAPs regularly to reflect changing needs.

 

Resource: Mind UK offers a detailed guide for both employees and managers on creating effective WAPs.

Step 7: Regularly Review and Update the Plan

A Mental Health Action Plan is not a static document. Regularly reviewing and updating it ensures it remains relevant and effective.

Review Checklist
  • Are the outlined resources being utilised effectively?
  • Are employees reporting improvements in their mental health and workplace satisfaction?
  • Have new challenges emerged that need addressing?

 

Gather feedback through quarterly surveys and focus groups to keep your plan aligned with employee needs.

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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.

Overcoming Barriers to Mental Health Action Plan Implementation

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.

Barrier 1: Stigma and Lack of Awareness

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.

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How to Overcome It
  • Education and Training: Organise mental health awareness workshops to normalise discussions around mental health and dispel myths.
  • Leadership Transparency: Leaders must lead by example, openly discussing mental health and sharing their own experiences where appropriate.
  • Peer Support Networks: Establish employee-led support groups or appoint Mental Health First Aiders to build a sense of trust and inclusivity.

 

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.

Barrier 2: Resistance from Leadership

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.

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How to Overcome It
  • Present the Business Case: Use data to show how mental health initiatives improve productivity, reduce absenteeism, and deliver a return on investment. For example, Deloitte’s 2022 report showed a £5.30 return for every £1 invested in mental health programmes.
  • Highlight Success Stories: Share case studies of organisations that have benefitted from implementing Mental Health Action Plans.
  • Start Small: Propose cost-effective pilot programmes to demonstrate impact before scaling up.
Barrier 3: Resource Constraints

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.

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How to Overcome It
  • Leverage Free Resources: Use free tools and guides from organisations like Mind UK, ACAS, and the NHS.
  • Collaborate with Local Charities: Partner with mental health charities to access affordable training and support services.
  • Focus on Low-Cost Initiatives: Simple measures, such as introducing flexible working or scheduling regular check-ins, can have a significant impact without requiring substantial investment.
Barrier 4: Lack of Confidence

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.

How to Overcome It
  • Provide Training: Enrol employees, leaders and managers in Mental Health First Aid (MHFA) courses or similar programmes to build their skills and confidence.
  • Offer Ongoing Support: Create a safe space where any employee can seek guidance and advice from a MHFA, Leader, Manager, HR or mental health professionals.
  • Normalise Conversations: Encourage employees to initiate mental health discussions during one-to-ones, making these conversations a standard part of workplace culture.
Barrier 5: Cultural Resistance

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.

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How to Overcome It
  • Embed Mental Health in Company Values: Align mental health initiatives with the organisation’s mission and core values.
  • Communicate the “Why”: Clearly explain the purpose and benefits of mental health initiatives to employees at all levels.
  • Celebrate Successes: Share stories of how mental health initiatives have made a positive difference within the organisation.
Barrier 6: Lack of Continuity

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.

How to Overcome It
  • Create a Long-Term Plan: Build a Mental Health Action Plan that includes regular reviews, updates, and ongoing initiatives.
  • Appoint MHFAs: Designate individuals or teams responsible for maintaining and evolving the plan.
  • Monitor Progress: Use metrics such as employee engagement surveys, absenteeism rates, and feedback to track the plan’s effectiveness and adjust as needed.

 

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.

The Role of Peer-to-Peer Support

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.

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Why Peer-to-Peer Support Matters
  • Colleagues Notice First: Managers are rarely the first to spot when something is wrong. The nature of hierarchical roles often creates distance, and day-to-day interactions with employees are limited. Colleagues, however, work side-by-side, sharing experiences and observing changes in behaviour. This proximity allows peers to pick up on subtle signs that someone may be struggling, such as withdrawal, irritability, or declining performance.
  • Trust and Vulnerability: Employees are more likely to open up to someone they trust. A colleague who has been through similar struggles, who listens without judgement, can offer a sense of safety that is often missing in formal conversations with management or HR.
  • Immediate and Informal Support: In moments of distress, formal channels may feel intimidating or inaccessible. Peer support fills the gap, offering immediate reassurance, guidance, or simply a listening ear without the need for bureaucratic steps.
Building a Culture of Peer Support

Creating a workplace where peer support thrives requires deliberate effort. Here is how organisations can foster this culture:

Train Mental Health First Aiders (MHFAs)
  • Role of MHFAs: These trained individuals act as a first line of support for colleagues in crisis, offering guidance and signposting to professional help.
  • Impact: According to Mental Health England (2023), workplaces with MHFAs reported a 60% increase in employees seeking help for mental health issues.
  • Implementation: Identify employees across various teams to undergo MHFA training, ensuring accessibility and diversity in support.
Establish Peer Support Networks
  • Employee-Led Groups: Encourage the formation of groups where employees can share experiences, strategies, and encouragement. These could be specific to certain challenges, such as stress management, or open to all.
  • Drop-In Sessions: Offer regular, informal drop-in sessions facilitated by trained peers, creating a safe space for open dialogue.
Promote Active Listening
  • Training: Provide workshops on active listening to help employees understand how to support one another effectively.
  • Practice: Encourage team members to check in with each other regularly and to be fully present during conversations.
Breaking the Stigma

Even with peer support in place, stigma can prevent employees from reaching out. Addressing this requires a cultural shift:

Normalise Vulnerability
  • Encourage leaders and colleagues alike to share their own struggles with mental health, demonstrating that vulnerability is not a weakness but a sign of strength.

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.

Highlight Success Stories
  • Celebrate instances where peer support has made a difference, using anonymised examples to protect privacy while showcasing the value of these relationships if this is preferred by an individual.
Make Peer Support Visible
  • Publicly recognise and promote the role of MHFAs and support networks. Visibility reduces hesitation and encourages participation.
The Ripple Effect of Peer Support

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:

 

  • Increased Retention: Employees are more likely to stay when they feel supported by their peers.
  • Improved Productivity: Teams that look out for each other perform better collectively.
  • Enhanced Resilience: A culture of peer support fosters strength and adaptability during challenging times.
A Real-Life Example
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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:

 

  • A 25% reduction in absenteeism due to mental health.
  • A 30% increase in employee satisfaction scores.
  • Numerous testimonials from employees highlighting the positive impact of their mental health buddy.

 

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.

Real-Life Examples of Success

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.

Case Study: PiiTechTeam Ltd

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.

Identifying the Issues

In 2021, internal surveys revealed that:

 

  • 72% of employees reported experiencing high levels of stress related to workload and unrealistic deadlines.
  • 40% felt unable to speak to their manager about mental health concerns due to fear of judgement.
  • Employee turnover increased by 18% over two years, significantly impacting productivity and team cohesion.
Best Practices and Lessons Learned
  • Use anonymous surveys: These provide employees with a safe space to share honest feedback. The survey design complied with UK GDPR by ensuring no identifiable data was collected or stored.
  • Analyse trends: PiiTechTeam Ltd segmented responses by department to identify teams under the most pressure, enabling targeted interventions.
Developing a Mental Health Action Plan

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:

 

  • Reduce stigma around mental health.
  • Provide accessible support for employees.
  • Promote a healthy work-life balance.
Actions Taken:

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.

 

  • Lesson: Partnering with reputable mental health organisations ensures training is evidence-based and compliant with legislation. For UK-based businesses, organisations like Mind, Qualsafe, and Mental Health at Work offer excellent resources.

 

Flexible Working Policy: PiiTechTeam Ltd introduced flexible hours and remote working options, allowing employees to better balance their personal and professional lives.

 

  • Lesson: Flexible policies reduce workplace stress and align with recommendations from the UK’s Health and Safety Executive (HSE) on managing stress at work.

 

Employee Assistance Programme (EAP):The company partnered with an external provider to offer confidential counselling services, financial advice, and legal support to employees.

 

  • Lesson: EAPs provide holistic support and help employees address non-work-related stressors, further improving overall well-being.
Creating Peer-to-Peer Support Systems

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.

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Key Features
  • Buddies were spread across departments to ensure accessibility. Participation was voluntary to maintain trust and authenticity.
  • Employee satisfaction scores increased by 25% within six months.
  • Direct requests for mental health support doubled, indicating reduced stigma.
Best Practice
  • Train buddies in confidentiality protocols to ensure compliance with UK GDPR. Mismanagement of sensitive information could lead to breaches and legal action.

 

To evaluate the impact of their initiatives, PiiTechTeam Ltd collected data through quarterly surveys, absenteeism reports, and employee feedback. The results included:

 

  • A 20% reduction in absenteeism linked to mental health issues.
  • A 30% increase in retention rates, with exit interviews showing improved satisfaction.
  • A noticeable improvement in team productivity and morale.

 

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.

 

  • Lesson: Mental health initiatives must be flexible and iterative. Regularly update programmes based on feedback and evolving needs.
Key Outcomes

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.

 

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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.

Tips for Businesses

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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.

 

  • Shift the Mindset: Leadership Exists at Every Level – Managers are not the first to notice when an employee is struggling, colleagues are. A team member sitting next to someone every day, working on projects together, grabbing lunch together, see the subtle changes that managers, often caught in meetings or distant decision-making, do not. Empower all employees as mental health leaders, regardless of job title. Create an environment where everyone looks out for one another. Provide accessible resources for peer support, not just managerial intervention. Encourage colleagues to check in on each other and create a culture where Are you okay? is normal, not intrusive.
  • Dismantle the hierarchy of trust: A struggling employee should feel just as safe talking to a teammate as they would a Mental Health First Aider (MHFA) or HR. The most effective mental health cultures are those where employees do not feel they must report struggles up the chain, but instead across the table to someone they trust.
  • Train Employees, Not Just Managers: Traditional corporate training focuses on managers supporting employees, but what if that assumption is flawed? What if the best training strategy is to equip the entire workforce with the tools to recognise, support, and act when they notice a colleague struggling? Make mental health training available to everyone, not just leadership teams. Offer Mental Health First Aid (MHFA) courses to employees across all levels not just managers or HR. Businesses should train for connection, not command. When every team member understands mental health, there is no pressure to report up, instead, trust and support exist laterally across the workforce.
  • Build Mental Health into the Everyday, Not the HR Handbook: Too many businesses treat mental health like a bullet point in a policy document, something employees must dig through corporate HR portals to find. This approach fails because mental health should be embedded into the daily experience not hidden away in compliance manuals. Mental health does not follow a calendar. If a colleague notices someone struggling, they should feel immediately empowered to take them for a coffee, a walk, or just offer a listening ear. Burnout does not start with the individual; it starts with the culture that normalises overworking as a badge of honour. Employees should not have to ask permission to protect their mental health, workloads should be structured realistically from the outset.
  • Make resources visible and accessible: If employees have to search for mental health support, your business is already failing them. Resources should be integrated into the everyday workflow not buried in bureaucratic documents.
  • Normalise workload conversations: Employees should not feel weak for admitting they have too much on. Encourage flexible working without fear. If someone needs to adjust their hours or location for mental health reasons, this should be as normal as adjusting for a dentist appointment. Just because someone is physically present does not mean they are mentally well. Instead of asking, Can you handle this workload? businesses should ask before assigning work, Does this fit within your life and health balance for you? Do you have space with your current projects to work on this? – an employee should not feel judged or pressured into saying Yes if the real answer is No.
  • Encourage Open Conversations That Stay Private: The fear of consequences stops many employees from admitting when they are struggling. They fear HR documentation, performance reviews, or concerned managers seeing them as a liability. Trust is the foundation of mental health in the workplace. If employees fear that speaking up will put their job at risk, they will stay silent until it is too late.

Conclusion – A Roadmap for Lasting Change

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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.

Your Mental Health Action Plan – A Recap
  • Acknowledge the Reality – Mental health struggles are present in your workforce, whether you see them or not.
  • Assess Your Workplace – Use anonymous surveys, focus groups, and workload reviews to identify stressors and barriers to support.
  • Establish Clear Policies – Ensure employees know their rights, how to access help, and that discrimination will not be tolerated.
  • Make Resources Accessible – Partner with mental health charities, provide an Employee Assistance Programme (EAP), and promote confidential support options.
  • Prioritise Peer-to-Peer Support – Recognise that colleagues, not managers, are often the first to notice when someone is struggling. Build trust-based support networks.
  • Train Employees, Not Just Managers – Equip the entire workforce with the skills to support one another, not just those in leadership roles.
  • Embed Mental Health into the Everyday – Stop treating it as an HR initiative and start making mental health a natural part of workplace culture.
  • Make Conversations Private, Not Penalised – Employees must feel safe talking about their struggles without fear of HR documentation, performance reviews, or job security concerns.
  • Measure, Adjust, and Keep Improving – A Mental Health Action Plan is not static. It must evolve based on real employee experiences and feedback.
Why This Matters – The Business Case for Mental Health

For those who remain unconvinced, let us look at why prioritising mental health is not just an ethical decision, but a financially smart one:

 

  • 📉 Reduced Absenteeism – Employees struggling with stress and burnout are more likely to take time off. A supportive workplace reduces absence rates and increases overall productivity.
  • 💼 Better Employee Retention – Businesses that support mental health see higher retention rates and lower recruitment costs. Employees stay where they feel valued.
  • 🚀 Higher Performance & Engagement – A mentally healthy workforce is more engaged, motivated, and productive. When people feel supported, they perform better.
  • 🏆 Attracting Top Talent – Today’s workforce prioritises wellbeing. Companies that lead in mental health attract the best talent and gain a competitive edge.
  • 📈 Stronger Reputation and Compliance – Organisations that prioritise mental health are seen as ethical, responsible, and forward-thinking not just by employees, but by investors, clients, and regulators.
Take the First Step Today

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.

So, what can you do right now?
  • 📌 Send an anonymous employee survey to understand your current workplace mental health landscape.
  • 📌 Start a conversation with your team about what support they actually need.
  • 📌 Review your workplace policies to ensure they reflect real, meaningful mental health commitments.
  • 📌 Normalise check-ins with your colleagues—because change starts with small, human moments.

 

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.

Final Thoughts:
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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.

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Mark Tonks
aka. SharePointMark

Microsoft Solution Architect, Senior Project Manager, and Mental Health Advocate

Mark Tonks
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