Bridging the Gap in Workplace Mental Health Conversations

74% of employees think it’s appropriate to discuss mental health at work, but only 58% feel comfortable doing so.

Why is there such a gap, and what can businesses do to address it?

Mental health is no longer a taboo subject in the workplace, yet many employees still hesitate to open up about their struggles. While a majority of workers recognise the importance of discussing mental health at work, far fewer feel comfortable actually having those conversations.

This disconnect highlights a pressing issue: the need for workplaces to foster environments where employees feel safe and supported in sharing their mental health concerns.

Why Employees Hold Back

The reluctance to discuss mental health at work often stems from fear and stigma.

Common reasons include:

Fear of being judged: Employees worry that opening up may lead to others doubting their ability to perform their job effectively.

Concerns about career progression: Many fear that speaking out could impact promotions or professional opportunities.

Stigma persists: Despite progress, 30% of employees believe there is still stigma around discussing mental health in the workplace.

These barriers create a culture of silence, even as organisations increasingly recognise the importance of employee wellbeing.

The Business Case for Open Conversations

Encouraging discussions about mental health is not just a moral imperative; it also makes good business sense. Open communication about mental wellbeing can lead to:

Improved productivity: Employees who feel supported are more engaged and effective at work.

Higher retention rates: A positive workplace culture reduces turnover and attracts top talent.

Stronger team cohesion: Transparency fosters trust and collaboration among colleagues.

How Businesses Can Close the Gap

To bridge the gap between recognising the importance of mental health discussions and employees feeling comfortable having them, businesses need to take proactive steps:

Create a Safe Environment

- Establish private spaces where employees can speak confidentially about their concerns.

- Ensure that conversations are approached with empathy and without judgement.

Lead by Example

- Leaders should openly discuss mental health (if comfortable) or actively support wellbeing initiatives. This sets the tone for an open culture.

Provide Training

- Equip managers with training to recognise signs of mental health struggles and handle conversations sensitively.

Challenge Stigma

- Actively address negative perceptions about mental health through awareness campaigns and inclusive policies.

Offer Support Resources

- Promote access to Employee Assistance Programmes (EAPs), mental health champions, or external counselling services.

Normalise Conversations

- Encourage informal check-ins or team discussions about wellbeing. Regular dialogue can make conversations about mental health feel less daunting over time.

Moving Forward

The fact that 74% of employees think it’s appropriate to discuss mental health at work is a promising sign that attitudes are shifting. However, the discomfort felt by 42% of employees shows there’s still work to be done. By creating an environment where conversations around mental health are normalised, businesses can ensure their workforce feels valued, supported, and empowered.

Investing in employee wellbeing isn’t just about reducing absenteeism or improving productivity, it’s about creating a workplace where everyone can thrive.

Contact us today to bridge this gap together and create Higher Performing teams!