World Mental Health Day: Creating a Workplace Where People Can Speak Up

10^th October 2026 marks World Mental Health Day, this is a great opportunity to raise awareness of mental health and encourage conversations about wellbeing.

For employers, it is also a good opportunity to think about something that can often be overlooked: how comfortable are your employees talking about their mental health at work?

Having wellbeing policies and support available is important, but creating a workplace where people feel able to speak up before things become a bigger problem is just as valuable.

It starts with workplace culture

Employees are more likely to talk about how they are feeling when they feel trusted, supported and confident that they will be treated fairly.

Small things can make a difference. Regular check ins, approachable managers and creating time for genuine conversations can help employees feel that they can raise concerns without being judged.

A manager doesn’t need to be a mental health expert. Sometimes, simply asking “How are you doing?” and taking the time to listen can be a good starting point.

Don’t wait for a problem

Mental health support shouldn’t only be considered when an employee is already struggling.

Employers can take a preventative approach by looking at the factors that can affect people’s wellbeing at work. Workload, working hours, relationships, communication, change and management style can all have an impact.

Managers should be encouraged to notice changes in an employee’s behaviour or performance and, where appropriate, start a supportive conversation rather than immediately focusing on the issue as a performance problem.

Give managers the confidence to respond

Managers are often the first people to notice when something isn’t quite right, but they may not always know what to say or do.

Providing managers with appropriate training and guidance can help them:

• Recognise when someone may be struggling.
• Have supportive and sensitive conversations.
• Understand the importance of listening rather than trying to provide solutions.
• Know when to signpost an employee to further support.
• Understand their responsibilities when mental health is affecting someone’s work.

This can make managers feel more confident and help employees feel better supported.

Make support accessible

It is also worth reviewing the support available to employees and, importantly, whether they know how to access it.

This might include an Employee Assistance Programme, occupational health support, mental health first aiders, flexible working options or signposting to external organisations.

Support doesn’t need to look the same for everyone. Having an open conversation with an employee can help identify what might make a positive difference to them.

A conversation, not a campaign

World Mental Health Day is a useful reminder to talk about mental health, but supporting employee wellbeing shouldn’t be limited to one day a year.

A positive approach is about creating a culture where conversations about wellbeing are part of everyday working life, not something employees only feel able to raise when they reach crisis point.

Sometimes, the most important step an employer can take is simply to make it easier for someone to say, “I’m not doing very well at the moment.”

How Hallidays HR can help

At Hallidays HR, we can support businesses with practical advice on managing employee wellbeing, supporting managers and dealing with workplace issues that may affect mental health.

If you would like to discuss any of the above in more detail, then please do not hesitate to contact us on 0161 841 1660 or email hr@hallidayshr.co.uk. And of course, visit the website: Hallidays HR Website  and our LinkedIn page: Hallidays HR LinkedIn