The Role of Managers in Supporting Mental Health at Work

Why Supporting Mental Health at Work Matters 

Mental health is one of the biggest challenges facing the workplace today. In the UK alone, an estimated 18 million working days are lost each year to mental health conditions such as stress, depression and anxiety (HSE, 2024). This has a significant impact on organisations — in lost productivity, higher costs and increased strain on colleagues. 

To address the issue, policies and employee wellbeing programmes have their place. But the day-to-day experience of employees is shaped most directly by their line manager. That makes equipping managers to support the mental health of their team a business-critical priority. 

Why Are Managers Key to Supporting Mental Health in the Workplace? 

Managers are uniquely positioned to support mental health at work .They notice changes in performance, behaviour or mood long before HR or senior leadership are aware. 

How they respond in those moments can make all the difference. A supportive check-in can encourage early action. Avoidance, however, risks leaving problems unaddressed until they intensify. 

That’s why managers are so central to managing and supporting mental health at work. With the right skills, they can create teams where wellbeing is part of everyday culture. Without them, even the best-intentioned wellbeing policies may struggle to make an impact. 

So, what does good support look like in practice? It starts with a set of essential mental health skills for managers. 

What Mental Health Skills Do Managers Need? 

Managers don’t need to be mental health experts, but they do need skills in a few key areas. These include: 

• Spotting early signs of stress, burnout or mental health challenges 

• Holding conversations about wellbeing in a confident, supportive way 

• Creating psychological safety, so team members feel able to speak up without fear of judgment 

• Role-modelling healthy behaviours, from managing workload boundaries to taking breaks 

• Signposting to support, whether that’s an employee assistance programme or external resources 

These core skills help managers notice concerns early, respond constructively and create the conditions for a supportive mental health culture. 

What Stops Managers from Supporting Mental Health at Work? 

If managers play such a critical role, why do so many still struggle to provide support? The reality is that most managers face significant barriers when it comes to supporting their teams. The biggest challenge is lack of training. Despite the scale of the problem, fewer than half (42%) of organisations provide mental health awareness training for managers (CIPD, 2023).  

Even when managers want to help, fear of saying the wrong thing can lead to avoidance, leaving issues unaddressed. Competing pressures – deadlines, targets and constant change – often push wellbeing conversations down the priority list. And managers themselves are not immune to stress or burnout, which makes supporting others even harder. 

Overcoming these barriers requires a multifaceted approach. Training is essential, but it’s not enough on its own. Managers also need clear organisational pathways, visible leadership commitment, and a workplace culture that gives them the time and permission to focus on wellbeing alongside performance. 

How Can Organisations Support Managers with Mental Health? 

Organisations can’t expect managers to support wellbeing without support themselves. Practical, evidence-based interventions make a real difference. 

Examples include: 

• Mental health training for managers, delivered as interactive workshops or webinars 

• Manager wellbeing programmes to support their own resilience 

• Clear HR pathways so managers know where to refer employees when issues escalate 

• Visible leadership commitment that signals wellbeing is everyone’s responsibility 

When managers are given this kind of support, organisations don’t just protect wellbeing — they also unlock better performance. 

What’s the Business Case for Mental Health Training for Managers? 

Investing in manager capability is not just about support — it’s also about performance. Effective interventions have tangible business benefits: 

• Reduced absence and turnover — early intervention prevents problems escalating 

• Improved engagement and retention — employees who feel supported are more likely to stay 

• Healthier, more resilient teams — people can sustain performance without burning out 

• Return on investment — research shows employers can see around £5 back for every £1 spent on workplace mental health (Deloitte, 2022) 

Conclusion: From Awareness to Action 

Awareness of mental health is growing across the workplace. But awareness on its own is not enough. Managers need the skills, tools and confidence to respond when issues arise, and to build team cultures where wellbeing and performance go hand in hand. 

That’s what mental health training and support for managers provides. It equips people leaders to proactively support their team. 

The result? Fewer days lost to absence, stronger resilience, and healthier high performance across the organisation. 

👉 Discover how our Mental Health Training for Managers can support your organisation. 

Author Bio: Sandra Ordel is a Senior Business Psychologist at The Wellbeing Project, specialising in workforce resilience and neuropsychology. She works with organisations worldwide to measure and strengthen resilience, helping leaders build high-performing teams and cultures of healthy performance.