How To Talk About Mental Health At Work

Balancing career success with mental well-being is a growing challenge in today’s work environment. The constant pressure to perform can quickly lead to stress, burnout, and mental health struggles, yet many still hesitate to talk about it.

Our mental health plays a critical role in how we perform at work – affecting everything from productivity to job satisfaction. Yet, admitting that it impacts our career is often avoided or seen as a weakness.

Despite HR initiatives and workplace wellness programs, mental health remains a taboo subject in many offices. But it shouldn’t be. Just like at home, mental well-being at work matters, and the only way to break the stigma is to start talking about it. 

Remember: speaking up isn’t a sign of weakness – it’s a strength!

This blog is your sign to start that conversation. I explore why it’s so important to talk openly about mental health at work, the consequences of not doing so, and actionable ways you can create a working environment that supports mental health at all levels.

As someone who has worked on the front lines in Digitaloft’s high-performing digital PR and business development teams, I feel qualified to talk about the potential impacts of not talking about mental health at work.

What I’m not qualified to give, though, is professional advice on mental health…so I went and found a couple of people who are (hello, E-E-A-T)!

This blog has been researched and written alongside two wonderful mental health experts; Georgina Sturmer, an MBACP counsellor, and Joanna Buckland, a counsellor, mental health trainer, and founder of WellBe Link. 

Before we open discussions about mental health in the workplace, it’s important we know what mental health actually is, as there are still certain misconceptions.

Mental health is a state of mental well-being that enables people to cope with the stresses of life, realise their abilities, learn well and work well, and contribute to their community. It has intrinsic and instrumental value and is integral to our well-being. – World Health Organization

Evidence suggests that 12.7% of all sickness absence days in the UK can be attributed to mental health conditions, and it’s estimated that 17.1 million days were lost to work-related mental health issues across 22/23.

The statistics are alarming, yet talking about mental health at work is still considered off-limits for many. Why is that?

With the rise in sick days due to mental health issues, creating a workplace where people feel safe discussing their well-being has never been more urgent.

Awareness is growing, but discrimination and difficulty accessing support are still major barriers for those struggling. In 2023, only 10% of employees felt able to seek mental health help at work. Clearly, there’s a long way to go.

Fostering an environment where people feel accepted and supported can break down these barriers, making it easier to have open, honest conversations. But let’s be real – for most, including myself, sharing mental health struggles at work is a tough decision. 

Ultimately, workplaces must become spaces where employees feel safe to be themselves, which builds trust and encourages the kind of openness that’s long overdue.

Avoiding discussions around mental health at work can have serious consequences, both for employees and the organisation. These can include:

• Increased burnout: When employees have no outlet to talk about stress, anxiety, or depression, those feelings can escalate. Suppressing emotions often leads to burnout, lower motivation, and higher absenteeism.

“If we are not able to voice our fears or worries, then stress can spiral into burnout, a state of exhaustion. If we feel able to express and explore these feelings, then it makes it easier for us to seek help and support before we reach this point,” says Georgina.

• Decreased productivity: Poor mental health can impair focus, decision-making, and creativity. When employees don’t feel supported, they may disengage, leading to a noticeable decline in their work output.

Georgina adds: “If we are feeling stressed, anxious, or burnt out, we might struggle with our workload. This can make us less productive with everyday tasks. It can also mean that we lack the mental freedom that we need in order to be creative in our role.”

• Stigma: Without open conversations, mental health remains stigmatised in the workplace. This not only discourages people from seeking help but can also lead to misunderstandings and contribute to a toxic work environment.
• Higher employee turnover rates: When employees feel unsupported, they’re more likely to leave, seeking a workplace that prioritises mental well-being. High turnover can disrupt teams and increase recruitment costs.
• Poor team collaboration: Fear of speaking up can lead to communication breakdowns within teams. When employees don’t feel safe voicing concerns or asking for help, teamwork suffers, reducing the group’s overall effectiveness.
• Presenteeism: Employees may physically show up to work but function at a reduced capacity due to mental health struggles. This “presenteeism” can be just as harmful as absenteeism, as employees are less engaged, less effective, and prone to mistakes, impacting overall team performance.

The factors influencing an individual’s mental health understandably differ from person to person and condition to condition. For example, acute conditions such as bipolar disorder, schizophrenia, or eating disorders could have a host of external factors alongside workplace stresses, while conditions like social anxiety or depression could be triggered by a working environment.

Some of the common work-based factors that run through a lot of mental health struggles include:

• Workload: Excessive workloads, tight deadlines, and unrealistic expectations can lead to burnout.
• Work-life balance: Working excessive hours without adequate time for rest, or personal life can lead to exhaustion. Blurred lines between work and personal time can also negatively impact mental well-being.

“Our 24/7 culture can make it easier to get work done. But there’s also a risk if we fail to place a boundary between our work lives and our home lives. Switching off is a really important part of allowing ourselves to restore ourselves after a challenging day at work. And to uphold a sense of identity beyond the workplace.”, adds Georgina. 

• Workplace relationships: Toxic relationships, poor communication, or unresolved conflicts can create a hostile environment.
• Lack of career progression: When employees feel stuck in their roles with little chance of development or promotion, it can result in frustration or disengagement.
• Unclear expectations: Undefined or constantly shifting job expectations can lead to confusion and stress.
• Mental health stigma: In environments where mental health issues are stigmatised, employees may be less likely to seek help, which in turn could lead to communication breakdowns. 
• Lack of recognition: When employees’ efforts and contributions go unrecognised, it can lead to feelings of low self-worth, and dissatisfaction.
• External factors: Not all workplace mental health issues are caused by factors within the workplace itself. Some will arise due to factors outside the employer’s control such as family problems, financial worries, and physical health concerns. For this reason, it’s important that employers and line managers keep an open mind when trying to help someone who is struggling with their mental health.

It can be tough to open up about mental health struggles, especially in the workplace. But there are ways we can work together to make it feel a little easier for everyone involved, both employees and employers. 

• Choose the right time and place: Find a private, quiet space where you can speak openly without interruptions and without feeling rushed. Make sure it’s a time when both you and the other party, whether that’s your manager, or a member of HR for example, can focus.
• Know your rights and company policies: Familiarise yourself with your company’s policies on mental health. Knowing your rights can help you feel more confident in discussing your situation.
• Be honest but set boundaries: Be open about how you’re feeling, but share only what you’re comfortable with. You don’t need to disclose every detail to convey the support you need.
• Consider solutions: Approach the discussion with suggestions on how your mental health challenges can be managed, and what you think you need to work effectively. Whether it’s requesting flexible hours, or taking mental health days, framing the conversation around solutions helps keep it productive. 
• Know when to seek professional help: While opening up to colleagues or managers can be helpful, it’s important to seek professional support when needed. Therapy, counselling, or coaching outside of work can provide the tools to manage work-related stress and mental health challenges. 

Georgina says: “It’s great to have a workplace that supports conversations around mental health. But sometimes another environment is going to offer more tailored support. A non-judgemental space, away from the demands and agenda of our colleagues. It’s often also the case that our work stresses are intertwined with other stresses and worries relating to our relationships or family. This all means that sometimes seeking help from a mental health professional is the right step to take”.

• Normalise the conversation: I know I keep repeating myself, but mental health really is just as important as physical health, and so it’s important that we treat it in the same way. By openly discussing mental health as a normal part of well-being, we can contribute to reducing the stigma. 
• Be empathetic and listen actively: When an employee comes forward, listen without judgement and validate their feelings. Remember that mental health challenges can affect anyone. Respond with compassion and understanding rather than focusing solely on performance or productivity. Don’t jump to conclusions or offer solutions immediately. 
• Be patient: Not all employees may feel comfortable discussing their mental health immediately. Give them time and space to come forward on their terms, and avoid pressuring them for details they don’t want to share. 
• Respect privacy and confidentiality: Employees may be hesitant to talk about mental health due to concerns about confidentiality. Reassure them that their disclosure will be kept private and handled discreetly, in line with company policies and legal obligations.
• Treat mental and physical health equally: As a society, we don’t have a problem with taking a day off when we’re feeling physically unwell, and mental health shouldn’t be any different. Employers can normalise this by including mental health days in their standard sickness and wellness policy, letting their workers know that it’s okay to recognise they need a break from things to ground themselves, get out in nature, or seek professional help.

Employers have a duty of care. This means they must do all they reasonably can to support their employees’ health, safety and well-being. 

To safeguard employees mental health, employers should consider the following:  

• Train managers: Equip managers and HR teams with the skills to handle conversations around mental health sensitively and effectively. Provide training on active listening, empathy, and recognising signs of mental health issues. Regular workshops or online training can help staff feel more comfortable and confident in these discussions. 
• Create clear mental health policies: Ensure your company has clear policies around mental health, including resources available and accommodations for employees in need. Make these policies easily accessible to all employees, so they know what’s available if they’re struggling. All policies must also be written in line with the Mental Health Act (1983). 

• Offer access to mental health resources: Provide access to professional mental health resources like Employee Assistance Programs, therapy services, or wellness apps. Ensure employees know how to access these services. 
• Encourage flexibility: Be open to offering flexible work arrangements or accommodations to support employees’ mental health, such as adjusting schedules, reducing workloads, or allowing mental health days. 

• Encourage breaks: Working to tight deadlines and balancing multiple projects at once can often be the norm at agencies, but this doesn’t mean people shouldn’t prioritise taking regular breaks…away from their desks!

Joanna confirms this. She says: “Staff who routinely skip breaks or work through lunch are at a higher risk of chronic stress and burnout. Over time, these conditions can develop into developing mental health difficulties such as anxiety and depression. Promoting short, regular breaks to reduce stress and enhance focus”.

• Check-in regularly: Once an employee opens up about their mental health, maintain regular, supportive check-ins to see how they’re doing. It shows you care and allows for adjustments if necessary.

Joanna says: “Boosting well-being and addressing stress in the workplace doesn’t have to be expensive. I’ve been in rooms where staff enthusiastically discuss the impact of small changes. Organisations can start cultivating workplace cultures that enhance well-being and mitigate stress, burnout, and other mental health challenges, such as anxiety and depression, at a relatively low cost, which can help your staff feel more valued and engaged. These minor adjustments can significantly improve the mental health and overall satisfaction of your team”. 

Here at Digitaloft, we know our stuff when it comes to SEO and Digital PR, but we don’t class ourselves as experts in mental health. Sure, we can speak from experience about standout employee support packages, but we’ll leave the medical advice to the professionals. If you want to learn more about mental health and how to support workplace well-being, check out these resources:

• Mind’s Mental Health at Work Guidance
• Mental Health at Work
• Mental Health Foundation
• Mental Health UK
• NHS Resources on Mental Health