Mental Health Awareness Week | How's our Mental Health at Work Policy?

11 May

Why Every Organisation Needs a Mental Health at Work Policy

Posted at 10:00h in General News, Keyzo Blog by Phoebe Stanworth

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Mental Health Awareness Week highlights an important issue, but for employers, meaningful support relies on clear processes, communication and consistency throughout the year.

In the article below, we explore why having a mental health at work policy matters, your legal responsibility, and ways to ensure employees are well informed.

Mental Health Awareness Week and the role of employers

Driven by the Mental Health Foundation, Mental Health Awareness Week is a national initiative focused on raising awareness and reducing stigma around mental health..

Each year is based on a different theme, but the central message remains the same. Workload, relationships, workplace culture and environment all play a major part in mental health and wellbeing.

For employers, this means creating working environments where support is visible, consistent and accessible across the organisation. Without this in place, responses to mental health concerns can vary significantly between managers and teams.

Why a mental health at work policy is a legal responsibility

Under UK law, employers have a duty of care to their staff. The Health and Safety at Work etc. Act 1974 sets the foundation for this, supported by related regulations such as the Management of Health and Safety at Work Regulations 1999 [link].

In practice, this means employers are expected to identify and manage risks that could impact employee wellbeing, including stress, burnout and work-related mental health conditions.

However, workforce compliance alone is not enough. A policy does not automatically translate into meaningful support. The challenge for many organisations is moving from documentation to culture, where mental health is genuinely understood and supported at all levels.

Almost 15% of working-age adults now report having a long-term mental health condition

[Source: MHFA England]

Mental health in high-risk working environments

Fatigue, stress, anxiety and reduced concentration can all increase the likelihood of human error.

In environments such as construction, manufacturing, engineering, logistics and utilities, these risks can have serious consequences. Tasks involving heavy machinery, working at height, driving, or operating in high-pressure conditions require focused attention and decision-making.

When mental wellbeing is affected, workplace risks can increase. Not only for the individual, but for colleagues, contractors and the wider site.

This is why more teams now treat mental health as part of operational safety rather than a separate wellbeing topic.

Embedding your mental health at work policy into inductions

One of the most effective ways to support mental health at work is to introduce it early.

Inductions shape how new starters understand company culture, communication and support structures. Including mental health awareness in this process helps normalise the conversation from day one.

This can include:

Clear guidance on who employees can speak to if they are struggling
An overview of internal support systems and policies
Expectations around workload, breaks and escalation procedures
Reinforcing that employees can raise concerns without fear of blame or negative consequences

The aim is not to diagnose or train new employees to manage mental health conditions. It is to create clarity and psychological safety.

Moving from policy to practice

It’s important to regularly review a mental health at work policy. As teams and responsibilities change, managers should assess whether existing training and processes still reflect operational pressures, workforce needs and site risks.

Regular reviews can help identify where additional support or refresher training may be needed.

Since many teams operate across multiple sites and roles, keeping track of this can be difficult. This is where digital tools can help:

Track policy acknowledgement and understanding
Manage training completion and renewals
Support consistent onboarding across sites
Record relevant wellbeing-related incidents

Solutions such as Induct & Train help organisations reinforce policies through structured onboarding, training records and consistent communication across multiple sites.

Induct & Train | Reinforce your health and safety at work policy with inductions and training

Moving beyond awareness

Mental Health Awareness Week is a useful reminder, but the responsibility does not sit within a single campaign or calendar period.

With legal expectations already in place, employers are accountable for protecting employee wellbeing. Especially in safety-critical environments, the challenge is turning that responsibility into everyday practice.

That means embedding a mental health at work policy, reinforcing it through induction and training, and ensuring it is applied consistently across the organisation.