Workplace Strategies for Mental Health: A Manager’s Guide to Supporting a Struggling Employee and Promoting Mental Health in the Workplace

What happens when mental health challenges start to affect someone at work? Work takes up a big part of our lives, so mental health at work naturally matters. When people are struggling, it can affect their mental wellbeing and the workplace around them.

Mental health issues can affect anyone, and they do not always show in obvious ways. A little more mental health awareness can make talking about mental health feel less difficult. It can also help create a healthy workplace where people feel supported and included.

Supporting mental health at work is becoming an important part of workplace wellness. A workplace that takes mental wellbeing seriously can be a better place for both employers and employees. Read on to learn more about workplace mental health and supporting mental health at work.

Why Mental Health in the Workplace Matters

Good mental health is a big part of overall well-being, just like physical health. Since most people spend a good part of their week at work, it is natural for the workplace environment to have a place in conversations about mental well-being. Looking at both physical and mental health gives a fuller picture of employee health and safety.

Mental health is also a widespread concern in Canada, including among people who are working. The Mental Health Commission of Canada reports that one in five Canadians experiences a mental health problem or illness in any given year, while mental illness accounts for about 70% of disability costs and roughly one in three workplace disability claims.

Mental Wellbeing Is Part of Overall Health

Mental health conditions and mental health problems can be part of anyone’s life, and they do not always look the same from one person to another. It helps to remember that individual mental health can change over time and is not something completely separate from a person’s overall well-being.

• Mental health is part of physical and mental health.
• Everyone can experience changes in their mental health.
• Mental health problems can affect people in different ways.
• Individual mental health is part of overall well-being.

Work Is Part of Everyday Life

For many people, work is simply part of the weekly routine, whether they work in an office, remotely, or somewhere else. That makes the workplace environment a natural place to include mental health in wider conversations about health and safety.

• Employees spend a large part of their time at work.
• Work can be an important part of daily life.
• Workplace experiences can affect mental well-being.
• Mental health can be relevant across different jobs and industries.

Mental Health Belongs in Workplace Conversations

Mental health does not need to be treated as something completely separate from other workplace concerns. Recognizing psychological health and safety as part of health and safety in the workplace simply acknowledges that people’s mental and physical health both matter.

• Psychological health and safety is part of workplace health and safety.
• Mental health is relevant to both the employee and employer.
• Workplace conversations can include physical and mental health.
• Prioritizing mental health recognizes the whole person at work.

Common Mental Health Challenges in the Workplace

Work can be stressful at times, and most people have days when everything feels like too much. But when that pressure keeps building, it can start to affect mental health and make everyday work feel harder. The reasons can be different for everyone, from a heavy workload to changes at work or simply not having enough time to switch off.

Workplace Stress

A little pressure can be normal at work, but constant stress can become exhausting. When work demands keep piling up, it can be harder to stay focused, relaxed, and mentally well.

• Heavy or increasing workload.
• Tight deadlines and competing demands.
• Long working hours.
• Unclear responsibilities or expectations.
• Difficulty switching off after work.
• Constant changes in priorities.

Burnout

Burnout can happen when workplace stress goes on for too long without enough time to recover. Someone who once enjoyed their work may start feeling drained, detached, or simply tired of dealing with everyday responsibilities.

• Ongoing physical or emotional exhaustion.
• Losing motivation or interest in work.
• Feeling detached from work.
• Becoming more frustrated or negative.
• Finding it harder to concentrate.
• Feeling overwhelmed by normal responsibilities.

Organizational Changes and Job Uncertainty

Changes at work can be unsettling, particularly when employees are uncertain about what happens next. Organizational changes, new responsibilities, or concerns about job security can add another layer of pressure.

• Changes in roles or responsibilities.
• Organizational restructuring.
• Concerns about job security.
• New management or leadership.
• Changes in working arrangements.
• Uncertainty about future expectations.

Difficult Workplace Relationships

It is hard to feel comfortable at work when relationships with coworkers or supervisors are constantly tense. Ongoing conflict or poor communication can affect mental health and make an otherwise ordinary workday more difficult.

• Conflict between coworkers.
• Poor communication.
• Feeling excluded from the team.
• Lack of trust.
• Difficult relationships with supervisors.
• Ongoing workplace tension.

Isolation and Disconnection

Working remotely can be convenient, but it can sometimes feel lonely when there is little contact with other people. Even in an office, someone can feel disconnected when they do not feel included or part of the team.

• Limited interaction with coworkers.
• Working remotely for long periods.
• Feeling disconnected from the organization.
• Difficulty building relationships in the workplace.
• Missing team activities or communication.
• Feeling left out of the wider workplace.

Difficulty Maintaining Work-Life Boundaries

Sometimes work follows people home, even after the workday is supposed to be over. When there is always another message, task, or deadline waiting, it can become difficult to properly switch off and have time for yourself.

• Checking work messages after hours.
• Regularly working beyond scheduled hours.
• Feeling pressure to stay available.
• Having difficulty taking breaks or time off.
• Thinking about work during personal time.

Mental Health Difficulties Affecting Work

Mental health difficulties can sometimes show up in everyday work without being immediately obvious. A person may simply seem different from usual, especially when they are having trouble concentrating, communicating, or keeping up with familiar tasks.

• Difficulty concentrating.
• Changes in usual work patterns.
• Reduced communication or participation.
• Trouble completing familiar tasks.
• Increased frustration or withdrawal.
• Changes in energy or motivation.

Supporting Struggling Employees: Strategies for Employers and Managers

When an employee is having a hard time, it can be difficult to know what to say or do. Employers and managers are not expected to provide mental healthcare or have all the answers, but they can still make sure an employee knows that support is available. A little understanding and a thoughtful approach can make these conversations feel less difficult for everyone.

Recognizing When an Employee May Be Struggling

Not every change in an employee’s behaviour means there is a mental health problem. Still, when someone seems noticeably different from usual, it may be worth paying attention rather than simply brushing it off.

• Changes in mood or behaviour.
• Difficulty keeping up with usual responsibilities.
• Increased frustration or visible distress.
• Becoming unusually quiet or withdrawn.
• Changes in attendance or communication.
• Noticeable changes in usual work patterns.

Starting a Conversation About Mental Health

Bringing up mental health can feel awkward, especially when there is a concern about saying the wrong thing. A simple, respectful conversation can give an employee the chance to talk about what they are comfortable sharing.

• Choose a private and comfortable setting.
• Talk about what has been noticed instead of making assumptions.
• Use calm and respectful language and tone.
• Give the employee time to respond.
• Avoid pushing them to share personal details.
• Ask how they are doing without trying to diagnose them.

Listening Without Trying to Fix Everything

It is natural to want to make a problem go away as soon as possible. But when someone is struggling, being heard can sometimes matter more than getting an immediate solution.

• Give the employee your full attention.
• Listen without interrupting.
• Avoid judgment or criticism.
• Do not dismiss or minimize their concerns.
• Avoid trying to diagnose what they are experiencing.
• Respect what they choose to share.

Discussing Available Workplace Support

Once an employee has opened up, it can help to talk about what support the workplace can actually provide. Depending on the organization, this might include workplace tools, mental health programs, or an employee assistance program.

• Ask what type of workplace support might be helpful.
• Explain relevant workplace policies.
• Let the employee know about available employee assistance.
• Share information about mental health resources.
• Discuss flexible work arrangements or remote work options when appropriate.
• Involve Human Resources when necessary.

Connecting Employees With Mental Health Resources

Managers and employers do not need to become a source of mental healthcare. Their role can simply include helping employees understand what mental health resources and professional services may be available to them.

• Provide information about available mental health resources.
• Explain employee assistance programs and EAPs.
• Share relevant mental health benefits and mental health coverage.
• Explain how employees can access mental health services where available.
• Respect an employee’s decision about seeking professional support.
• Keep personal information private.

Knowing When to Involve Human Resources

Some situations are better handled with help from Human Resources. Getting the right guidance can make things easier for everyone and help ensure that workplace policies are followed.

• Consult Human Resources when additional guidance is needed.
• Follow relevant workplace policies.
• Consider the organization’s health and safety responsibilities.
• Seek guidance when workplace procedures are involved.
• Avoid taking on matters that fall outside the manager’s role.

Respecting Privacy and Psychological Safety

Mental health is personal, and employees should not feel like they have to explain everything. Respecting their privacy can help create psychological safety and make it easier for people to feel comfortable discussing concerns.

• Keep personal information confidential.
• Avoid discussing an employee’s situation with coworkers.
• Share information only with the appropriate people.
• Respect personal boundaries.
• Treat mental health information with care.

Following Up With the Employee

Support should not always end after the first conversation. A simple follow-up can make them feel they are taken seriously without making them feel watched or pressured.

• Check in at an appropriate time.
• Ask whether the agreed workplace support is working.
• Give the employee space when needed.
• Keep communication respectful and private.
• Continue following relevant workplace policies and procedures.

Benefits of Promoting Comprehensive Mental Health at Work

Promoting good mental health at work is about more than stepping in when someone is already having a hard time. When mental health efforts become part of everyday workplace life, they can shape how people feel about their jobs and the organization around them. It is a simple way of showing that people’s well-being matters, not just their output.

Better Employee Well-Being

People generally want to feel that their well-being matters where they spend much of their time. Giving mental health more attention can make it easier for employees to feel that their needs are not being overlooked.

• Greater awareness of mental well-being.
• More attention to concerns related to mental health.
• More focus on promoting good mental health.
• Greater access to mental health support.

Higher Job Satisfaction

How a workplace treats its people can have a lot to do with how employees feel about their jobs. When mental health is taken seriously, it can contribute to a more positive experience at work.

• Greater job satisfaction.
• Stronger sense of being valued.
• More positive feelings about work.
• Greater connection with the organization.

Better Employee Retention

People are less likely to want to leave a workplace where they feel respected and supported. Mental health efforts can be one part of the overall experience that influences whether employees see themselves staying with an organization.

• Stronger employee commitment.
• Better workplace relationships.
• Improved employee retention.
• Potentially lower turnover.

Improved Work Performance and Attendance

Mental health can affect how someone feels and functions during the workday. Promoting positive mental health may help support more consistent participation and reduce some difficulties related to mental health.

• Better ability to stay focused.
• More consistent participation at work.
• Potentially fewer mental health-related absences.
• Greater consistency in everyday work.

A More Inclusive Workplace Culture

When mental health is treated as something people can talk about, it can help create a culture where different experiences are respected. This can make the workplace feel more inclusive rather than making employees feel like they have to hide what they are going through.

• More open conversations about mental health.
• Greater awareness of different employee experiences.
• A more inclusive workplace culture.
• Stronger focus on positive mental health.

A Stronger Commitment to Mental Health

Addressing mental health should not be a one-time effort. Ongoing mental health initiatives show that an organization is serious about creating a psychologically healthy and safe workplace.

• More consistent mental health initiatives.
• Greater awareness among employees and leaders.
• Stronger organizational commitment to mental health.
• Continued efforts to improve mental health at work.

Tips for Building a Healthier Work Environment for Everyone

A healthy work environment is built through the small things employees experience daily. It’s not about making the workplace perfect, but about creating an environment where people can do their jobs without unnecessary pressure and discomfort. Even simple, consistent efforts can have a positive impact on mental health and make work feel a little easier.

Make Mental Health Part of Workplace Culture

Mental health does not have to be something people only talk about when there is a serious problem. When it becomes a normal part of workplace conversations, people may feel less awkward about bringing up concerns or asking for support.

• Include mental health in appropriate workplace conversations.
• Encourage respectful conversations about well-being.
• Treat mental health as part of overall employee health.
• Let employees know that asking for support is okay.
• Avoid pressuring anyone to share their personal experiences.

Keep Workloads and Expectations Realistic

Most people can handle a busy day now and then, but constantly having too much to do can become exhausting. Keeping workloads and expectations realistic can support better stress management and reduce unnecessary challenges and pressure.

• Set clear priorities and responsibilities.
• Review workloads when demands increase.
• Avoid consistently excessive working hours.
• Give employees enough time to complete their work.
• Encourage regular breaks and proper time off.

Encourage Healthy Work-Life Boundaries

It can be hard to support your mental health when work keeps creeping into personal time. Giving people a chance to properly switch off can make a real difference to how they feel outside and during work.

• Respect employees’ time outside working hours.
• Avoid unnecessary after-hours communication.
• Encourage employees to use their available time off.
• Consider flexible working arrangements when appropriate.
• Respect different personal needs and circumstances.

Build a Respectful and Inclusive Workplace

No one wants to spend their workday dealing with unnecessary conflict, disrespect, or feeling left out. A respectful and inclusive workplace can help people feel more comfortable being themselves while doing their jobs.

• Treat employees fairly and respectfully.
• Address inappropriate behaviour and workplace conflict.
• Encourage cooperation and open communication.
• Make inclusion part of everyday workplace practices.
• Provide appropriate ways for employees to raise concerns.

Give Managers the Right Support

Managers often have to deal with difficult workplace situations, and they should not be expected to know how to handle everything on their own. Good guidance and mental health training can help managers feel more prepared without asking them to become mental health professionals.

• Provide relevant mental health training.
• Give managers clear guidance about their workplace responsibilities.
• Help managers understand available workplace mental health benefits.
• Encourage managers to practise leading by example.
• Give managers access to appropriate guidance when needed.

Make Mental Well-being Support Easier to Access

Having support available is one thing, but knowing where to find it is another. Clear information about workplace mental health benefits and access to mental health services can make it easier for employees to know what options are available.

• Provide clear information about available support.
• Explain workplace mental health benefits and relevant services.
• Make access to mental health services straightforward where available.
• Keep information about support options easy to find.
• Respect employees’ privacy when they seek support.

Keep Improving Workplace Mental Health Efforts

A psychologically healthy and safe work environment does not happen overnight. Regularly checking what is working and what could be better can help organizations take a more proactive mental health approach.

• Review workplace practices and policies regularly.
• Ask employees for appropriate feedback.
• Pay attention to recurring concerns that may impact mental health.
• Review mental health initiatives and training when needed.
• Use workplace feedback to guide future improvements.
• Keep building emotional intelligence across the organization.

Supporting Both Employee and Employer

A healthy workplace works best when employees and employers both play a part. It does not have to be complicated, but having clear expectations and open communication can make things easier for everyone.

• Encourage shared responsibility for workplace well-being.
• Keep communication open between the employee and employer.
• Set clear expectations for both sides.
• Make workplace support available when needed.
• Encourage both sides to contribute to a healthier workplace.

Expanding Mental Health Benefits

Good mental health benefits can make it easier for employees to get help when they need it.

• Review existing mental health benefits.
• Consider broader mental healthcare coverage.
• Include counselling where possible.
• Keep benefit details simple and clear.
• Explain how to access available services.

Providing a Workplace Stress Management Program

Work can get stressful, so having practical support can be useful when things start to feel overwhelming.

• Offer simple stress management resources.
• Share practical ways to handle stress.
• Make programs easy to access.
• Support remote and on-site employees.
• Check regularly if the program is still helpful.

Final Thoughts

Mental health at work matters because both employees and employers can feel the effects when someone is struggling. Sometimes, simply listening, respecting privacy, and knowing where to turn for support can make a difficult situation feel a little easier.

A healthier workplace also means paying attention to things like workload, stress, communication, and having enough time to switch off. Mental health initiatives can help create a workplace where people feel respected, included, and more comfortable asking for help.

Managers and employers do not need to have every answer to everything or fix every problem themselves. What matters is making thoughtful, consistent efforts to support employees and create a healthier workplace for everyone.

Frequently Asked Questions

What role can workplace policies play in supporting employee mental health?

Workplace policies can make things a little easier by giving everyone a clear idea of how mental health concerns are handled. When employees know what to expect and where they can turn for support, it can feel less intimidating to ask for help.

Clear expectations: Policies can explain how mental health concerns, time off, and workplace support are handled.

Consistency: Clear guidelines can help make sure similar situations are handled fairly.

Employee awareness: People are more likely to use available support when they know what their workplace offers.

Manager guidance: Clear policies can help managers feel more comfortable handling mental health-related concerns.

Workplace trust: Fair and respectful policies can make employees feel safer about raising concerns.

How can remote work affect workplace mental health?

Working remotely can be a great option for some people, but it is not always easy. Without the usual office routine, some employees may enjoy having more flexibility while others may miss regular contact with coworkers.

Isolation: Less face-to-face interaction can sometimes leave employees feeling disconnected.

Work-life boundaries: It can be harder to switch off when work and home happen in the same place.

Flexibility: Remote work can give some employees more control over their daily routine.

Communication: Less interaction can sometimes make it harder to notice when someone may be struggling.

Individual needs: What works well for one employee may not work as well for another.

How can workplace mental health training help an organization?

Mental health training can give people a better understanding of mental health at work without expecting them to become experts. It can also make these conversations feel less awkward and help people know what to do when concerns come up.

Greater awareness: Training can help employees understand common mental health concerns at work.

Better conversations: People may feel more comfortable talking about mental health when the topic is handled openly and respectfully.

Manager confidence: Managers can learn how to respond appropriately when an employee appears to be struggling.

Earlier support: Better awareness can make it easier to connect someone with appropriate resources.

Healthier culture: Ongoing training can help make mental health a more normal part of workplace conversations.

What should an organization consider when choosing mental health resources?

Having mental health resources available is helpful, but they also need to be practical and easy for employees to use. A resource may not be much help if employees do not know about it, cannot access it, or do not feel comfortable using it.

Accessibility: Resources should be reasonably easy for employees to access when needed.

Privacy: Employees should understand how their personal information will be handled.

Range of support: Different types of resources can help meet different employee needs.

Mental health coverage: Organizations can check whether workplace mental health benefits provide suitable access to relevant services.

Employee feedback: Listening to employees can help identify gaps in existing mental health resources.

How can employers tell whether their mental health efforts are working?

There is no single way to know whether workplace mental health efforts are making a difference. Looking at several signs over time can give employers a more realistic picture of what is helping and what may need more attention.

Employee feedback: Surveys and appropriate feedback can show how employees feel about mental health efforts at work.

Use of resources: General participation in available programs can provide useful information while protecting individual privacy.

Workplace patterns: Changes in absenteeism, turnover, or employee engagement may offer helpful clues.

Manager observations: Managers may notice changes in recurring workplace concerns or employee needs.

Regular review: Mental health initiatives should be reviewed from time to time rather than treated as a one-time effort.