As we approach World Mental Health Day on 10th October, it’s an opportune time for organisations to reflect on the importance of mental health in the workplace. The events of the past few years have reshaped how employees view their work-life balance, mental health, and overall wellbeing. For HR and talent acquisition professionals, this presents a unique challenge—and opportunity—to foster a culture that prioritises mental health as a core business value.
Why mental health matters in today’s workplace
Mental health is no longer just a personal concern; it’s an organisational priority. According to a 2023 report by Deloitte, poor mental health costs UK employers up to £56 billion annually in lost productivity, absenteeism, and staff turnover. For HR and TA leaders, recognising the link between wellbeing and workplace performance is crucial to both short-term success and long-term sustainability.
With the rise of remote and hybrid work models, employees are increasingly dealing with blurred boundaries between home and work life. This shift has heightened the need for mental health support in the workplace. Today’s employees expect their organisations to go beyond traditional benefits packages and actively support their emotional and psychological wellbeing.
Carina Cortez on the role of leaders in mental health at work
Carina Cortez, Chief People Officer at Cornerstone, emphasises that leaders must play a crucial role in this shift. “Managers should receive additional training to provide mental health first aid and to ensure they lead with empathy. This establishes a positive ‘ripple effect’ – better-equipped managers can better support their teams.”
Cortez underscores that creating a workplace culture of openness around mental health is key to building trust and solidarity within teams. “Leaders should encourage conversations surrounding mental and emotional health to build a culture of mutual trust, solidarity, and understanding,” she says. “It is impossible for employers to disregard the link between a stronger focus on wellbeing and a happier workplace.”
This leadership focus on mental health has far-reaching benefits. “Organisations that establish a wellbeing-first work environment, and support their teams to manage their wellbeing both independently and collectively, ultimately receive a higher return on investment through increased productivity, stronger performance, and higher employee retention.”
The role of HR and TA in promoting mental health
HR and TA professionals are uniquely positioned to influence the mental health agenda in their organisations. By integrating mental health and wellbeing into the employee lifecycle—from recruitment through to onboarding, retention, and career development—HR can create a culture where mental health is prioritised at every stage.
Here are three key areas where HR and TA can make a significant impact:
- Recruitment and onboarding: Mental health considerations should begin at the recruitment stage. Candidates increasingly value organisations with strong wellbeing initiatives. During the onboarding process, HR can set the tone by introducing new hires to available mental health resources, support networks, and wellbeing policies. This creates an environment where employees feel safe discussing their mental health from the outset.
- Manager training and development: As Carina Cortez points out, leaders must be equipped to support their teams’ mental health effectively. This means offering mental health first aid training and leadership development programs that focus on empathy, active listening, and emotional intelligence. When managers are well-trained, they become a first line of defence in identifying early signs of mental health issues and can guide employees to the appropriate support systems.
- Ongoing support and flexibility: It’s important for organisations to offer ongoing mental health support, including access to Employee Assistance Programs (EAPs), counselling, and flexible working arrangements. Post-pandemic, many employees have come to value flexibility as a key component of their mental health. HR teams should regularly review and update these benefits, ensuring they meet the evolving needs of the workforce.
Fostering an open culture around mental health
For mental health initiatives to succeed, they must be accompanied by a culture shift. Employees need to feel that their workplace is a safe space to discuss mental health without fear of stigma or repercussions. Leaders can help by modelling openness in their own behaviour, sharing their experiences where appropriate, and fostering dialogue around mental health issues.
One strategy for building this culture is to create employee resource groups (ERGs) focused on mental health, where employees can share experiences, support one another, and suggest improvements to company policies. Such groups can help HR gather insights on what employees need to maintain their mental health, and create a feedback loop that continuously improves organisational support.
The long-term benefits of prioritising mental health
Organisations that make mental health a priority will see long-term benefits in both employee wellbeing and business outcomes. From increased productivity to stronger retention rates, a focus on mental health helps build a resilient, engaged, and high-performing workforce.
On World Mental Health Day, HR and TA leaders should reflect on the steps they can take to ensure their organisations are providing the mental health support their employees deserve. As Carina Cortez notes, the return on investment is undeniable: happier, healthier employees lead to a more successful business.
