In recent years, mental health awareness has moved to the forefront of workplace conversations. With one in four people in the UK experiencing a mental health problem each year, it’s vital that companies move beyond surface-level support and create environments where employees feel truly understood, valued, and safe.
Mental health is something that affects us all, whether we talk about it or not. For some, it’s a passing struggle; for others, it’s a daily battle. But one thing we all have in common is the ability to offer support, compassion, and understanding to those around us. Supporting someone with their mental health doesn’t require professional training—it starts with empathy and a willingness to be there.
So how can we support others with their mental health, in both meaningful and manageable ways?
1. Start With Listening – Really Listening
Sometimes, the most powerful thing you can do is to simply be there and listen. Not to offer advice or to fix things, but to allow someone space to talk without judgment.
- Put your phone away.
- Be present.
- Avoid interrupting or comparing experiences.
- Phrases like “That sounds really tough,” or “I’m here for you, no matter what,” can go a long way.
2. Check In Regularly
You don’t need a reason to check in with someone – just ask how they’re doing. A simple message like “Thinking of you, how are things?” can be a lifeline on a difficult day.
Regular, low-pressure check-ins show people they’re not alone.
3. Learn the Signs
While you’re not expected to be a mental health expert, learning some of the signs that someone might be struggling – like withdrawal, irritability, fatigue, or changes in behaviour can help you offer support sooner.
If you notice something seems “off,” gently let them know you’ve picked up on it and ask if they want to talk.
4. Encourage Professional Help (When Appropriate)
If someone is really struggling, it’s okay to suggest they speak to a GP or mental health professional. It’s important not to force it but to remind them that help is out there, and there’s no shame in asking for it.
Offer to help them find support services, or even go with them if they need moral support.
5. Respect Boundaries
Support doesn’t mean solving someone’s problems or being available 24/7. Set healthy boundaries for yourself and respect the other person’s space too.
Let them know you’re there when they’re ready to talk, and that there’s no pressure.
6. Look After Yourself Too
You can’t pour from an empty cup. Supporting someone else can be emotionally draining, so make sure you’re taking care of your own mental wellbeing too.
It’s okay to take a break, seek your own support, or say “I’m not sure how to help right now.”
7. Spread Kindness and Reduce Stigma
Talk openly about mental health. Share your own experiences if you’re comfortable. The more we normalise these conversations, the easier it becomes for people to ask for help.
Kindness doesn’t have to be big – it’s often found in the little things: a smile, a thoughtful message, a cup of tea shared in silence.
Supporting someone with their mental health is about showing up. It’s about creating a space where someone feels seen, heard, and safe to be themselves.
You don’t need to have all the answers—just being there can make all the difference.
If you’re worried about someone’s safety or wellbeing, don’t hesitate to seek urgent help from a healthcare provider or mental health crisis line – talk to Samaritans.
Why Mental Health Matters at Work
Mental health impacts every aspect of our lives, including how we perform at work, how we communicate with others, and how we handle stress or pressure. When employees struggle with their mental wellbeing, it can lead to burnout, decreased productivity, absenteeism, and even long-term illness. But with the right support systems in place, workplaces can become a force for good in helping people manage and maintain their mental health.
At Outrank, we try to offer as much support to our Employees as possible. We
1. Foster a Culture of Openness
Encourage conversations about mental health without fear of stigma. Leadership teams should lead by example—sharing their own experiences, showing empathy, and normalising the topic.
2. Provide Access to Mental Health Resources
Offer access to Employee Assistance Programmes (EAPs), counselling services, or mental health apps. Make it easy for employees to find and use these services without feeling judged or watched.
3. Train Managers to Spot the Signs
Equip team leaders with training to recognise early signs of stress, anxiety, or burnout. Knowing how to respond with compassion and appropriate support is key.
4. Promote Work-Life Balance
Encourage breaks, flexible working hours, and remote working where possible. A culture that rewards being “always on” can be harmful in the long run.
5. Create Safe Physical and Virtual Spaces
Whether it’s a quiet room in the office or a designated “wellbeing hour” online, ensure there are safe spaces where employees can decompress, reset, or seek help.
6. Offer Mental Health Days
Allow employees to take time off for mental wellbeing without needing to explain or justify it. Just as we take sick days for physical health, mental health days should be normalised.
7. Celebrate Awareness Days
Use initiatives like Mental Health Awareness Week to run campaigns, invite guest speakers, share resources, and encourage employees to check in with themselves and others.
Going Beyond Box-Ticking
True mental health support isn’t about ticking boxes or running a campaign once a year – it’s about embedding care and empathy into your culture. It means listening to your team, adapting policies, and being willing to change.
A mentally healthy workplace isn’t just better for individuals – it leads to stronger teams, greater productivity, and a more sustainable business overall.
Let’s make mental wellbeing a shared responsibility and a shared priority.
