Mental health: A health and safety issue

Mental health is increasingly being recognised as a crucial part of workplace health and safety. While traditional legislation has mainly focused on physical risks, our growing awareness of mental well-being is shifting the conversation, and rightly so. It’s becoming clearer that a more holistic approach is needed to truly protect and support employees.

Mental health and the law: what employers need to know

When someone is struggling with their mental health, it’s just as important as a physical illness, and it deserves the same level of care and attention.

Under the Health and Safety at Work etc. Act 1974, employers have a duty to protect the health, safety, and welfare of their team, so far as is reasonably practicable. That duty doesn’t stop at physical safety, it includes mental health too. After all, when people feel psychologically safe and supported, everyone benefits.

That said, there’s a growing view that legislation hasn’t quite caught up with the reality of modern working life. A British Safety Council survey found that 82% of people believe health and safety laws should give more weight to mental health and well-being

The impact of poor mental health at work

Mental health is now one of the leading causes of workplace absence. In fact, in the UK, sick days taken due to mental health have increased by 5% over the last ten years, despite a drop in overall absenteeism.

Figures from the HSE show that in 2023/24 alone, 776,000 workers experienced work-related stress, anxiety, or depression. That translated into 16.4 million lost working days. The knock-on effect is not just emotional, it’s financial too. Mental health-related absences, presenteeism (where people work while unwell), and staff turnover are estimated to cost UK employers between £33 billion and £42 billion every year.

Clearly, taking mental health seriously is not just the right thing to do, it’s a smart business move, too.

Mental health matters in small businesses, too

Mental health challenges don’t just affect big businesses. In smaller teams, where every person plays a vital role, the impact of stress or burnout can be felt even more acutely.

Team members in small businesses often wear multiple hats, juggling priorities and pushing through long days. But without the right support, that can lead to exhaustion, overwhelm, and disengagement. With fewer people to pick up the slack, a single absence can affect the whole team, from morale to customer service.

Business owners, often stretched thin themselves, may find it hard to step back and spot the warning signs early. That’s why putting proactive mental health support in place, like open communication, clear workload planning, and contingency measures, can help create a workplace that’s not just productive, but sustainable.

Spotting the signs: what to look for

Mental health difficulties don’t always show up in obvious ways, and everyone experiences them differently. It’s important to avoid jumping to conclusions, but there are some changes to look out for:

• Tiredness, anxiety, or withdrawal
• Increased lateness or absences
• Reduced concentration or lower work quality
• A lack of enthusiasm for previously enjoyed tasks
• Noticeable shifts in behaviour or how someone interacts with others

Remote or hybrid working can make it even harder to spot these signs, so regular check-ins and a culture of open, honest conversations are more important than ever. The sooner someone feels able to speak up, the quicker the right support can be put in place.

Creating a workplace that supports mental health

While not all mental health issues can be prevented, employers can create environments where people feel safe, supported, and valued. Here’s how:

• Recognise mental illness as a workplace hazard
  Start with risk assessments to identify stressors and help shape a healthier work environment.
• Develop a mental health strategy
  A clear mental health plan shows your team you’re serious about their well-being, and gives them access to the right resources.
• Train line managers
  Equip managers with the confidence to spot the signs of distress and to step in with compassion and appropriate support.
• Promote open communication
  Break the stigma by encouraging regular conversations about mental health, and lead by example.
• Encourage regular breaks
  Promote healthy habits like stepping away from screens, taking walks, or making use of holiday leave. A good work-life balance goes a long way.
• Implement risk management practices
  Tackle potential causes of stress, such as heavy workloads or lack of autonomy, before they escalate into bigger issues.

Why a positive mental health culture matters

Workplaces with a strong psychosocial safety climate (PSC), where people feel psychological safety is a genuine priority, tend to have lower burnout, fewer absences, and more engaged teams.

This isn’t just a ‘nice to have’. It’s a fundamental part of modern workplace safety. Mental health is a health and safety issue. And as our understanding continues to grow, it’s vital that the way we support people evolves too.

In short…

Whatever your business size, it’s worth taking time to review your approach to mental health. With open conversations, early support, and a workplace culture built on empathy, we can all help create healthier, happier teams, today and in the long term.