World Mental Health Day, observed globally on 10 October, shines a light on the importance of mental well-being at work. Across the UK, HR professionals are leading the movement for healthier, more open workplaces, breaking stigma, supporting employees, and ensuring mental health is treated with the same care as physical health.
With stress and burnout on the rise, supporting mental health is no longer optional but a legal and moral duty. This article explores how HR can drive change, meet UK compliance standards, and create a culture where employees feel safe, valued, and supported every day, not just once a year.
What Is World Mental Health Day and Why It Matters?
World Mental Health Day, marked globally on 10 October, was launched by the World Health Organisation (WHO) to raise awareness of mental health issues and drive collective action for change. It encourages individuals, employers, and governments alike to prioritise mental well-being as part of everyday life and work.
In the UK, the scale of the challenge is clear. Around 15% of employees experience a mental health condition, while 875,000 workers report work-related stress, depression, or anxiety each year. This leads to more than 17 million working days lost annually, according to the Health and Safety Executive (HSE).
For HR teams, World Mental Health Day is more than just a symbolic day. It’s a catalyst to start conversations, review policies, and promote practical, compassionate support that breaks stigma and helps employees feel heard, safe, and supported at work.
The Business Case for Supporting Mental Health
Supporting employee mental health is one of the smartest investments UK employers can make. Beyond the ethical responsibility, the business case is undeniable. Poor mental health costs UK employers between £42 and £45 billion annually, according to Deloitte, through lost productivity, absenteeism, and staff turnover.
Workplace stress and burnout are leading causes of long-term absence. The Health and Safety Executive (HSE) reports that stress, depression, and anxiety account for over half of all work-related illnesses. These issues impact morale, teamwork, and customer satisfaction, ultimately affecting the bottom line.
On the other hand, research shows that every £1 invested in mental health and wellbeing delivers an average return of £5 through improved engagement, productivity, and retention. Supporting mental health is not just an act of care; it’s a proven strategy for building stronger, more resilient organisations.
HR’s Role in Leading Mental Health Support
HR has the power to shape how mental health is supported, discussed, and normalised in UK workplaces. Through strong leadership, fair policies, and open dialogue, HR professionals create the culture that determines whether employees feel safe, respected, and supported when they’re struggling.
Training and Awareness
Training equips managers to respond confidently and compassionately. HR can implement mental health first-aid training and leadership workshops that help identify stress, burnout, or anxiety early.
Internal awareness campaigns and wellbeing workshops build understanding across teams. UK organisations can draw on guidance from Mind, Mental Health Foundation, and Time to Talk Day to support meaningful engagement.
Open Communication
Trust starts with a pen conversation. HR can create psychological safety through regular well-being check-ins, staff surveys, and one-to-one meetings.
Encouraging honest discussions about workload and stress helps reduce stigma. Confidential reporting channels also ensure employees can seek support without fear of judgment or repercussions.
Policy and Flexibility
Policies define a company’s values in action. HR should include mental health within absence, flexible working, and return-to-work policies, supported by Employee Assistance Programmes (EAPs).
UK law reinforces these duties:
- Health and Safety at Work etc. Act 1974 – employers must safeguard both physical and mental well-being.
- Equality Act 2010 – recognises mental health conditions as potential disabilities, requiring reasonable adjustments such as flexible hours or role modifications.
- ACAS Code of Practice – provides best-practice guidance for fair, supportive management.
Together, these measures help HR teams create workplaces where well-being is protected, inclusion is lived, and employees can perform at their best.
Practical Steps to Mark World Mental Health Day
World Mental Health Day is a valuable opportunity for UK employers to take visible, meaningful action on workplace wellbeing. HR teams can use this day to encourage open conversations, raise awareness, and highlight available support. Small, genuine initiatives can make a lasting difference to employees’ wellbeing and morale.
- Host a wellbeing activity
Organise a morning tea, yoga class, or “walk and talk” session that brings teams together. Focus on connection rather than formality — genuine conversation is the most powerful awareness tool. - Share wellbeing resources
Promote access to Employee Assistance Programmes (EAPs), counselling services, or mental health resources. Include trusted charities like Mind, Mental Health Foundation, and Rethink Mental Illness in internal communications. - Raise awareness internally
Use intranet posts, staff emails, or posters to share facts about mental health and this year’s World Mental Health Day theme. Encourage staff to wear green or take part in awareness challenges. - Lead by example
Ask senior leaders and managers to share personal experiences or messages of support. When leaders speak openly, employees are more likely to do the same. - Turn awareness into action
Use World Mental Health Day as a starting point to review HR policies, assess workloads, and schedule manager wellbeing training. Consistent, long-term commitment turns awareness into a sustainable culture of care.
The Legal and Ethical Responsibility of Employers
Supporting employee mental health is both a legal requirement and an ethical responsibility for UK employers. The law makes clear that safeguarding wellbeing is not optional — it’s a core part of an employer’s duty of care. HR plays a vital role in ensuring these obligations are met in practice.
Under the Health and Safety at Work etc. Act 1974, employers must protect employees from all health risks, including psychological harm. This duty extends to managing stress, workload, and organisational pressures that could affect mental well-being. The Management of Health and Safety at Work Regulations 1999 reinforce this by requiring risk assessments that include mental health hazards.
The Equality Act 2010 further protects employees by recognising long-term mental health conditions as disabilities, requiring reasonable adjustments such as flexible working hours, remote options, or modified duties. The ACAS Code of Practice provides practical guidance on supporting staff and resolving issues fairly and respectfully.
Ethically, prioritising mental health builds trust and engagement. A workplace that values wellbeing not only meets its legal duties but also demonstrates empathy, fairness, and leadership — qualities that define successful, sustainable organisations.
Building a Culture of Care Beyond World Mental Health Day
Real progress begins when mental health becomes a year-round priority. HR leaders can embed wellbeing into company values, policies, and management practices by promoting open communication, fair workloads, and regular wellbeing reviews.
Visible leadership commitment sets the tone. When senior teams discuss and prioritise mental health, employees feel safe to do the same. Training managers to recognise stress, creating mental health champions, and integrating wellbeing goals into performance frameworks strengthen this foundation. Over time, these actions normalise care, reduce burnout, and build trust, turning mental health from a campaign into a core part of everyday business.
How HR Team Supports Mental Health in the Workplace
HR Team partners with UK employers to create workplaces that protect, support, and prioritise employee wellbeing. By combining legal expertise, hands-on consultancy, and digital HR tools, we help businesses manage compliance and culture together, turning policy into meaningful everyday practice.
Our consultants assist organisations in developing wellbeing policies, training line managers, and conducting HR audits to ensure compliance with UK legislation, including the Health and Safety at Work Act and the Equality Act 2010. We help employers identify stress triggers, enhance communication frameworks, and integrate mental health into their HR strategies.
Through HR Docs, employers gain access to UK-compliant wellbeing policies, templates, and forms. Our HR LeaveHub software automates leave tracking, ensuring transparency, flexibility, and fair workload distribution, all key to supporting mental health and work-life balance.
HR Team is more than a consultancy but a trusted partner helping UK businesses meet their legal duties, strengthen culture, and embed mental wellbeing into the core of their organisation.
Get Started with HR Consultancy for Workplace Wellbeing
Supporting employee mental health is key to compliance, performance, and long-term success. HR Team helps UK employers take proactive steps to build safe, inclusive, and resilient workplaces where people thrive.
From wellbeing policy development and leadership training to HR audits and compliance reviews, our consultants guide you in meeting your responsibilities under the Health and Safety at Work Act and Equality Act 2010. We combine expert advice with digital tools, such as HR Docs and HR LeaveHub, to make managing wellbeing simpler, fairer, and fully compliant.
Contact HR Team today to strengthen your wellbeing strategy and create a workplace that truly supports its people, every day, not just on World Mental Health Day.
FAQs – World Mental Health Day and HR’s Role in the UK
- When is World Mental Health Day?
World Mental Health Day takes place every year on 10 October. It’s a global awareness day led by the World Health Organisation (WHO) to promote understanding of mental health and encourage action to support wellbeing at work and in society. - Why is workplace mental health so important?
Poor mental health leads to absenteeism, reduced productivity, and higher staff turnover. In the UK, mental health problems cost employers £42–45 billion each year, and more than 17 million workdays are lost annually to stress, depression, and anxiety. - What are an employer’s legal duties around mental health?
Under the Health and Safety at Work etc. Act 1974, employers must protect employees’ physical and mental well-being. The Equality Act 2010 recognises long-term mental health conditions as disabilities, requiring reasonable adjustments such as flexible working or reduced hours. ACAS guidance supports employers in managing these responsibilities fairly. - How can HR teams improve mental health support?
HR can strengthen well-being through:
- Manager training on mental health awareness.
- Promoting open communication and well-being check-ins.
- Reviewing HR policies to include EAPs, flexible working, and stress management.
- Partnering with organisations like Mind or Mental Health Foundation.
- How does HR Team help UK businesses with wellbeing?
HR Team provides expert HR consultancy, compliance audits, and well-being policy development. Our digital tools — HR Docs for templates and HR LeaveHub for leave management — make it easier to support mental health, ensure compliance, and create positive, productive workplaces.
