How to Talk About Mental Health with Your Employees

With anxiety and depression on the rise, there is no better time to visit the topic of mental health with your employees. While it can feel like an uncomfortable subject to approach, creating space for safe, open conversations can help you build a culture of wellness. As work takes up a large fraction of your employees’ lives, mental health remains a top priority in work environments and can be the difference between your employee dreading coming on Mondays or looking forward to it. Here are a few ways you can move toward having these important conversations. 

1. Create a Space Safe 

Talking about mental health requires that the employee feels safe opening up to a manager or leader. This type of environment is built by hiring the right people in leadership positions. Managers should be empathic, non-judgemental, and able to hear feedback when an employee mentions things in the workplace that are affecting their mental health. Openly communicate that you and your leaders are open to this type of dialogue. Sending out surveys around workplace topics and mental health can also help you receive feedback anonymously from employees as it may be easier for them to share in a confidential setting. 

2. Invest in Educating Your Team 

Some companies budget a certain amount toward counseling expenses for employees or partner with counseling organizations to allow employees to reach out in a confidential non-threatening way. This provides employees an outlet for discussing heavier topics. Nonprofits and some staffing agencies also provide classes and seminars to raise awareness around mental health and workplace issues that contribute to mental health, helping companies avoid racism, sexual harassment, etc. These types of training also send a signal upfront that your company will not tolerate toxic behaviors like bullying or hostility and lay a foundation for a more peaceful environment. Employers that invest in the health and education of their employees will see dividends that far outweigh the initial cost in the long run. 

3. Refer Out 

Part of having conversations around mental health is knowing when the conversation is outside of your scope and the employee needs additional help. HR managers are not licensed mental health professionals. Do not attempt to diagnose or fix your employees. For personal or severe issues (signs of suicidal behavior) always contact the correct outlets. Having resources on hand like names and numbers of highly rated trauma-informed counselors can be helpful when conversations move beyond the scope of work. While perfection isn’t possible, taking these steps can be life-saving and enhance the quality of life for your employees while increasing retention and the overall company culture. 


Source One offers a large list of resources including harassment training and state and Department of Labor required updates like OSHA and EEOC. Learn more about what our agency offers here and contact our office for more employer resources. We are here to help you foster a culture that will attract long-term employees!

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