MENTAL HEALTH AT WORK
Mental Health at Work: Turning Awareness into Action This May
Mental Health Awareness Week returns from 12–18 May 2025, and this year’s theme - “Community” - couldn’t be more timely. The Mental Health Foundation, which organises the week, has chosen this theme to spotlight how vital connectedness is for our mental well-being.
Why “Community” Matters in the Workplace
Workplaces are often the communities where we spend the most time—sometimes more than with our families.
In this context, community means fostering a culture where people feel:
Connected to colleagues
Respected for who they are
Safe to be honest about their wellbeing
Valued for their contributions
When employers take active steps to build inclusive, open, and supportive environments, they create stronger, more resilient teams. Mental Health Awareness Week 2025 is the ideal time to either begin—or deepen—that journey.
“Mental Health Awareness Week 2025 is not just another diary date - it’s an opportunity for employers to shape stronger, more connected workplaces. By leading with compassion, action, and community in mind, businesses can foster environments where people feel they belong.”
Five Meaningful Ways to Engage Your Workforce During Mental Health Awareness Week
Below are five initiatives employers can implement that combine thoughtful planning with community-building impact.
1. Host a “Connection Hour” – Make Space for Real Conversations
Block out one hour during the week (or more!) for an informal team gathering. This could be a “Bring a Brew” session, a shared lunch, or a team walk. The goal is to create space where people can chat beyond work matters.
To make this inclusive:
Offer both virtual and in-person options
Set ground rules that ensure everyone has a voice
2. Peer Support Programmes – Empower Your Workforce to Help Each Other
Consider launching or promoting a Well-being Champion or Mental Health First Aider scheme. These individuals can act as trusted peers who are trained to listen, spot signs of poor mental health, and signpost professional support.
Tips for success:
Provide ongoing training and check-ins for these volunteers
Ensure they are representative of your workforce (e.g., across departments, seniority levels)
Clearly communicate who they are and how they can help
3. Team Volunteering Day – Reconnect Through Purpose
Organise a day (or half-day) where teams give back to their local community—whether that’s helping at a food bank, cleaning up a green space, or mentoring local youth. These activities don’t just benefit others; they increase team morale and give employees a sense of shared purpose.
To enhance impact:
Let staff nominate causes they care about
Mix teams from across departments to boost new connections
Encourage post-volunteering reflection or storytelling to strengthen that sense of achievement
4. Mental Health Workshops – Equip Your Team with Tools, Not Just Talk
It’s vital to move beyond awareness and into actionable learning. Workshops or webinars can cover topics such as:
Managing stress and workload
Building resilience
Sleep, nutrition, and physical wellbeing
Supporting colleagues through active listening
Partner with mental health charities, some of our Employment law/HR advisors, or in-house experts to run these sessions. Encourage participation by making them accessible, optional, and varied in format (e.g. live, pre-recorded, Q&A panels).
“It’s also a timely reminder to review existing workplace wellbeing policies. Do they still reflect your organisation’s values and the evolving needs of your people? Are your managers equipped to support team members struggling with mental health?”
5. Create a “Wall of Gratitude” – Celebrate Everyday Contributions
Set up a virtual or physical “gratitude wall” where colleagues can anonymously or openly post notes of thanks and encouragement. This promotes positivity and allows everyone to see the ripple effect of their work.
Simple tools:
Use Slack or Teams channels for digital sharing
Offer printed cards for desks or break rooms
Include prompts like “Thank you for…” or “I appreciate when…”
Sustaining Momentum Beyond Mental Health Awareness Week
While the week offers a focused spotlight, long-term impact comes from continued investment in mental health and wellbeing. Here’s how to keep building that community spirit year-round:
Regular check-ins as part of one-to-ones
Anonymous feedback tools to identify well-being issues early
Clear policies and signposting for mental health support services (e.g. EAPs, counseling, GP resources)
Management training to spot signs of burnout or distress
Flexible working options that prioritise work-life balance
Mental Health Awareness Week 2025 is not just another diary date - it’s an opportunity for employers to shape stronger, more connected workplaces. By leading with compassion, action, and community in mind, businesses can foster environments where people feel they belong.
It’s also a timely reminder to review existing workplace well-being policies. Do they still reflect your organisation’s values and the evolving needs of your people? Are your managers equipped to support team members struggling with mental health? If you don’t yet have a well-being policy in place—or if you’d like a second opinion on your current one - our employment law team would be happy to assist.
We work closely with employers to create tailored, legally sound policies that not only support mental health but also look to strengthen culture and reduce risk.