Supporting mental health is an ongoing management responsibility. It works best when people know where to seek help and when avoidable pressures in the work are addressed.
Make the route to support clear
Explain who employees can approach and what support is available. Include an alternative contact where someone does not feel comfortable speaking to their direct manager. Keep this information easy to find.
Equip managers to respond
Provide guidance on listening, handling information appropriately and referring concerns to the right support. Managers should not make assumptions about a diagnosis or promise an outcome they cannot deliver.
Review the work itself
Look for patterns in feedback about workload, control, support, relationships, role clarity and change. HSE’s Management Standards provide a structured approach to considering work-related stress.
Agree and review actions
Discuss practical adjustments with the person concerned and involve HR or occupational health where appropriate. Set a review date and check whether the support is useful. A wellbeing campaign can raise awareness, but it should sit alongside concrete action on the working environment.