HR Insights • 9 MIN READ
9 Ways to Improve Mental Health in the Workplace
APR 16, 2026
Mental health at work is both a duty of care and a business priority. Here are nine evidence-based approaches HR can lead.
The business case for mental health investment
Mental health conditions are the leading cause of long-term absence in the UK, accounting for around 40% of all working days lost to illness according to the ONS. The total cost to UK employers of poor mental health, including absence, presenteeism, and turnover, is estimated at £56 billion per year by Deloitte. Critically, Deloitte's research also found that for every pound invested in mental health interventions, employers receive an average return of £5 in reduced absence and turnover. The business case is clear.
Ways 1-4: environment and culture
Reduce chronic overwork by setting clear expectations about working hours and modelling healthy boundaries at senior level. Train all managers in mental health awareness so they can recognise early signs of distress and have supportive conversations without overstepping. Create psychological safety through a culture where it is acceptable to say 'I am struggling' without fear of career consequences. Offer flexible working arrangements that allow employees to manage health appointments, caring responsibilities, and energy fluctuations without formal leave requests.
Ways 5-7: support structures
Implement an Employee Assistance Programme (EAP) that provides confidential counselling, legal advice, and financial guidance. Communicate it clearly at onboarding and regularly throughout employment; research shows that awareness of EAP services is low even where they have been in place for years. Train a network of Mental Health First Aiders who can provide peer support and signpost employees to professional help. Make wellbeing leave explicit in your policies rather than expecting employees to use sick leave for mental health days.
Ways 8-9: measurement and accountability
Include mental health and wellbeing questions in your regular engagement survey and track scores over time. Monitor absence by reason, flagging any increase in stress-related or undisclosed absences. Share wellbeing data with senior leadership in the same format as financial data: a quarterly wellbeing report that includes absence rates, EAP utilisation, mental health first aider referrals, and engagement scores creates accountability and demonstrates that wellbeing is taken seriously at the top of the organisation.
