World Mental Health Day, held every year on 10 October, is a reminder that mental well-being is essential to every workplace. In Ireland, employers and HR teams have the power to turn awareness into action, creating cultures where employees feel supported, valued, and safe to discuss their mental health.
Poor mental health affects performance, morale, and business outcomes across Ireland. With one in five employees experiencing stress or anxiety at work, HR must take the lead in addressing this issue. This article examines how HR can foster wellbeing, fulfil legal obligations, and cultivate workplaces that genuinely support their people, extending beyond a single day of awareness.
What Is World Mental Health Day and Why It Matters?
World Mental Health Day, observed every year on 10 October, was established by the World Health Organisation (WHO) to promote global awareness and action for mental health. It serves as a reminder that well-being is not a personal issue but a shared workplace responsibility.
In Ireland, mental health challenges are a leading cause of work-related illness. Stress, anxiety, and depression account for 18% of all occupational illnesses, and poor mental health costs Irish employers an estimated €2,000 per employee each year. The effects reach beyond absenteeism — presenteeism, disengagement, and burnout erode productivity and morale.
World Mental Health Day provides Irish businesses with an opportunity to pause, reflect, and take tangible action. For HR professionals, it’s an opportunity to start honest conversations, strengthen wellbeing policies, and lead initiatives that create safer, more compassionate workplaces for every employee.
The Business Case for Supporting Mental Health
Investing in mental health is both a moral and strategic decision for Irish employers. Poor mental health costs businesses thousands per employee each year, but the impact extends far beyond finances. When stress, burnout, or anxiety are left unmanaged, productivity declines, absenteeism increases, and workplace relationships suffer.
Irish studies show that mental ill-health costs the economy over €8 billion annually, much of it due to reduced performance and unplanned absences. SMEs feel this impact most, as small teams depend heavily on each individual’s contribution. In contrast, workplaces that invest in wellbeing see better retention, stronger engagement, and fewer HR disputes.
The return on investment is clear. For every euro spent on wellbeing initiatives, employers gain several times more through higher morale, reduced turnover, and improved business performance. Supporting mental health isn’t just compassionate — it’s good management, visionary leadership, and sound business strategy.
HR’s Role in Leading Mental Health Support
HR plays a central role in shaping how mental health is understood, discussed, and supported in Irish workplaces. From training and policy development to everyday communication, HR leaders influence the culture that determines whether employees feel safe to speak up, seek help, and thrive in their roles.
Training and Awareness
Well-being starts with awareness. HR can equip managers with mental health first-aid training to help them identify early signs of stress or burnout.
Internal workshops and campaigns encourage open dialogue and normalise discussions about mental health.
Irish initiatives like Aware and the See Change Green Ribbon Campaign provide resources and support for company-wide awareness efforts.
Open Communication
Psychological safety grows when employees feel heard. HR can promote honest, judgment-free conversations about stress, workload, and well-being through regular check-ins and surveys.
Structured feedback loops help spot early signs of burnout, while confidential reporting channels give employees space to raise mental health concerns without stigma or fear.
Policy and Flexibility
Policies are the foundation of a supportive workplace. HR should ensure that well-being and mental health are covered within absence, leave, and performance policies, and that Employee Assistance Programmes (EAPs) are clearly communicated.
Irish employment law also sets out clear responsibilities:
- Safety, Health and Welfare at Work Act 2005 – requires employers to manage psychosocial risks.
- Employment Equality Acts 1998–2015 – recognises mental health as a disability and requires reasonable accommodations.
Together, these measures ensure Irish employers protect both the well-being and legal rights of their people.
Practical Steps to Mark World Mental Health Day
World Mental Health Day is an opportunity for Irish employers to show real commitment to their people’s wellbeing. Simple, authentic gestures often have the biggest impact. HR can use this day to raise awareness, encourage open conversation, and remind employees that support is always available.
- Host a workplace wellbeing event
Organise a morning coffee, mindfulness session, or “walk and talk” to encourage staff to connect. Keep it informal; the goal is to create space for open conversation. - Share resources and support
Remind employees of internal supports such as Employee Assistance Programmes (EAPs), mental health leave policies, or wellbeing contacts. Provide links to trusted organisations like Aware, Pieta House, or Mental Health Ireland. - Run awareness campaigns
Use internal newsletters, posters, or intranet updates to promote this year’s See Change Green Ribbon Campaign, encouraging open dialogue and reducing stigma. - Encourage leadership involvement
Ask senior managers to share messages or personal reflections that normalise conversations around mental health. Leadership visibility reinforces that well-being is a company priority. - Create lasting initiatives
Use World Mental Health Day as a starting point for long-term wellbeing goals. Review policies, schedule quarterly check-ins, or set up ongoing wellbeing training for managers and teams.
Together, these actions help build a workplace where employees feel valued, supported, and seen — not just on one day, but throughout the year.
The Legal and Ethical Responsibility of Employers
Protecting mental health is both a legal duty and an ethical obligation for employers in Ireland. The law recognises that mental wellbeing is as important as physical safety, and HR plays a key role in ensuring businesses meet these standards.
Under the Safety, Health and Welfare at Work Act 2005, employers are required to identify and manage psychosocial risks, including stress, harassment, and overwork. This includes conducting risk assessments and including mental health considerations in safety statements. Failure to do so can lead to enforcement action by the Health and Safety Authority (HSA).
The Employment Equality Acts 1998–2015 further protect workers by recognising mental health conditions as disabilities, requiring employers to provide reasonable accommodations, such as flexible hours, reduced workloads, or time off for treatment.
Beyond compliance, fostering mental well-being demonstrates integrity and leadership. A workplace that protects its employees’ mental health not only meets its legal obligations but also builds loyalty, trust, and long-term organisational strength.
Building a Culture of Care Beyond World Mental Health Day
A single awareness day sparks conversation, but lasting change requires everyday commitment. HR can lead this shift by embedding mental health into organisational values and daily routines. Regular wellbeing reviews, balanced workloads, and open communication help prevent burnout and disengagement. Leadership visibility is key, and when managers prioritise wellbeing, employees follow.
Training, peer-support networks, and clear policies sustain long-term impact. Embedding mental health into performance discussions and strategy planning reinforces that wellbeing is not an optional extra but a measure of company health. Over time, these consistent actions foster loyalty, trust, and a truly supportive workplace culture.
How HR Team Supports Mental Health in the Workplace
HR Team helps Irish employers create workplaces that value wellbeing as much as performance. Through a combination of expertise, compliance guidance, and technology, we empower organisations to build stronger, healthier teams.
Our consultants work directly with employers to develop wellbeing policies, train managers, and conduct HR audits that ensure compliance with Irish employment law. We help identify risks, address stress factors, and create clear, supportive frameworks for staff communication and wellbeing.
With HR Docs, employers can access ready-to-use wellbeing templates and policies that align with Irish law. Our HR LeaveHub platform streamlines leave management, promoting a healthy work-life balance and ensuring fairness, transparency, and compliance.
HR Team is more than an advisory partner; we’re a long-term ally helping businesses prioritise people, strengthen culture, and meet their legal and moral responsibilities to protect mental health at work.
Get Started with HR Consultancy for Workplace Wellbeing
Workplace wellbeing is no longer optional — it’s essential to productivity, retention, and compliance. HR Team helps Irish employers take practical steps to protect mental health, strengthen their culture, and meet their legal responsibilities under Irish employment law.
From HR policy development and compliance audits to well-being training and digital HR systems, our consultants provide the guidance and tools you need to support your people and your business.
Contact HR Team today to start building a healthier, more resilient workplace. Together, we’ll help you create a culture that values wellbeing, supports staff, and drives long-term success.
FAQs – World Mental Health Day and HR’s Role in Ireland
- When is World Mental Health Day?
World Mental Health Day is observed every year on 10 October. It’s a global awareness day established by the World Health Organisation (WHO) to promote understanding of mental health and encourage positive action in workplaces and communities. - Why is mental health important in the workplace?
Poor mental health impacts morale, productivity, and business outcomes. In Ireland, stress, anxiety, and depression account for around 18% of work-related illness, costing employers roughly €2,000 per employee per year. Supporting wellbeing helps reduce absenteeism, turnover, and burnout. - What are an employer’s legal obligations for mental health in Ireland?
Under the Safety, Health and Welfare at Work Act 2005, employers must identify and manage psychosocial risks, such as stress or bullying. The Employment Equality Acts 1998–2015 also require reasonable accommodations for employees with mental health conditions. - How can HR improve mental health support at work?
HR can lead by:
- Providing manager training on stress awareness.
- Encouraging open conversations about wellbeing.
- Updating HR policies to include mental health leave and EAPs.
- Partnering with initiatives like Aware or See Change.
- How does HR Team help Irish businesses with well-being?
HR Team offers expert HR consultancy, compliance audits, and wellbeing policy development. We also provide tools such as HR Docs for ready-to-use templates and HR LeaveHub for digital leave management, helping employers promote balance, fairness, and long-term employee well-being.
