World Mental Health Day is a brilliant opportunity for businesses to raise awareness about mental health and provide support for employees. However, the conversation shouldn't end when the day is over. For organisations committed to long-term employee wellbeing, it’s important to keep the momentum going. Here’s how to build on the foundation of World Mental Health Day and create lasting mental health awareness and support in the workplace.
1. Create a Continuous Conversation Around Mental Health
One-off events like webinars or mental health talks are great, but they won’t create lasting change unless the conversation continues. Keep the dialogue going by regularly communicating about mental health. This can be through:
Monthly newsletters with mental health tips and resources (sign up to our Health Chatter email for monthly fact sheets on health topics)
Regular team check-ins where mental wellbeing is discussed openly (whilst respecting boundaries)
A dedicated space on your intranet or noticeboards with resources for employees to access when needed
Normalising the conversation around mental health will help reduce stigma and ensure employees feel safe seeking support when necessary.
2. Train Managers to Support Employee Wellbeing
Managers play a key role in supporting employee mental health. Ensuring they are trained to recognise signs of stress, anxiety, or burnout is essential for early intervention. Post-World Mental Health Day, consider running workshops or refresher courses on how to:
Spot early warning signs of mental health struggles
Have open and supportive conversations with employees
Direct team members to appropriate resources, such as Employee Assistance Programmes (EAPs) or mental health first aiders
Regularly updating training ensures managers feel confident in offering support.
Talk to us about Stress Training for Line Managers half-day workshop.
3. Offer Ongoing Access to Mental Health Resources
Providing access to mental health resources shouldn’t be a one-time gesture. Employees should know where to turn when they need help, whether that’s next week or months down the line. Consider offering:
Regular access to counselling or therapy services
Mental health first aiders in the workplace, who are trained to offer initial support and guidance
Anonymous surveys or feedback channels where employees can share concerns or suggest improvements to workplace mental health support
By maintaining these resources, you send the message that mental health is a priority all year round.
4. Embed Mental Health into Company Policies
It’s easy to focus on employee mental health during awareness days, but the real change comes when mental health support is embedded into your company culture and policies. Review policies like:
Flexible working arrangements, which can reduce stress and improve work-life balance
Leave policies, ensuring employees know they can take time off for mental health reasons without fear of stigma
Return-to-work processes, providing a supportive environment for employees returning after mental health-related absences
Updating policies to reflect an ongoing commitment to mental health will demonstrate that support isn’t just performative but an integral part of the organisation.
Get specialist occupational health return-to-work advice with a management referral.
5. Encourage Peer Support and Connection
Fostering a sense of community in the workplace is key to employee wellbeing. Regular team-building activities, coffee breaks, or peer support groups can help employees feel connected and supported. Encourage employees to check in on each other and create an environment where it’s okay to ask, “Are you okay?”
Setting up peer mentoring programmes can also help build a supportive culture. These could be informal or structured systems where employees can turn to trusted colleagues for support when needed.
Blog post: How to be a supportive colleague
6. Measure and Adjust Your Mental Health Initiatives
To maintain momentum, regularly assess the effectiveness of your mental health initiatives. Use employee feedback and data to evaluate what’s working and what needs improvement. Consider using:
Anonymous surveys to gauge employee satisfaction with the mental health support available
Data from HR or EAPs to track the uptake of mental health services
Feedback from managers on how they’re managing mental health in their teams
By staying agile and responsive to feedback, you can adjust your approach to ensure it remains relevant and effective.
7. Promote Mental Health Days or Wellness Weeks
Rather than waiting for the next World Mental Health Day to raise awareness, consider organising your own Mental Health Days or Wellness Weeks throughout the year. These can be used to:
Offer mental health workshops on stress management, resilience, and mindfulness
Provide wellbeing perks, such as yoga classes, meditation sessions, or wellbeing-focused lunches
Give employees time to focus on their mental health through mental health days off
Regular events like these show that mental health is a year-round focus, not just something to be acknowledged once a year.
8. Lead by Example
Ultimately, the success of mental health initiatives relies on leadership. When senior leaders and managers model positive mental health behaviours—such as taking time off for self-care, discussing mental health openly, and encouraging work-life balance—it sends a powerful message to employees. Leaders who prioritise their own wellbeing inspire others to do the same.
World Mental Health Day is a valuable opportunity to raise awareness, but the real impact comes from what happens afterwards. By fostering a culture of openness, offering ongoing support, and embedding mental health into the fabric of your workplace, you can create a lasting positive change that benefits both employees and the business. Mental health isn’t a one-day event—it’s a continuous journey, and the steps you take after World Mental Health Day can make all the difference.
Talk to us about booking a follow-up event such as a webinar, lunch & learn, or mental health training.
Comments