Sarah Carter, Head of Account Management at Onebright shares why effective mental health training is no longer a nice-to-have—but a vital part of any business strategy to foster happier, healthier, and more productive teams.
Most businesses now provide some form of mental health training for employees. But do you know what should be included in this training to ensure it is effective and impactful? With an estimated £42 – £45 billion being lost each year due to presenteeism, sickness absence and staff turnover from poor mental health, mental health training can play a crucial role in the wider success, happiness and productivity of your employees.
What should your workplace mental health training achieve?
Workplace mental health training should aim to create a culture where employees feel comfortable discussing mental health concerns before they escalate into more serious issues. Effective training lifts the stigma surrounding mental health, empowers employees with knowledge, and reduces the risk of discrimination. Prioritising prevention over reaction is key, ensuring that individuals and teams have the tools to manage mental health proactively rather than reactively.
Types of mental health training
One of the most effective training models is a top-down approach, where senior leadership and management undergo training first. When senior leaders champion mental health initiatives, it not only positions them as role models but also encourages a trickle down effect of awareness and understanding throughout the organisation. Having well-trained managers means employees can seek support from trusted figures who are equipped to guide them towards the right resources.
Despite the importance of managerial training, recent figures from the CCLA found that only 44% of UK companies disclose that they provide training for line managers to support employees with mental health issues, a decline from 50% in the previous year (2023).
Another valuable approach is appointing mental health champions within the organisation. These individuals, whether paid or voluntary, serve as advocates for mental health awareness, challenging stigma and improving collective knowledge. Mental health champions do not replace the HR team but work alongside them to promote wellbeing, encourage open conversations, and ensure that employees feel supported. Their presence within different departments helps integrate mental health discussions into daily workplace interactions, making it a natural and ongoing conversation.
Comprehensive, organisation-wide training programmes are particularly beneficial for addressing common challenges that affect the entire workforce. Topics such as stress management, resilience, tackling unhelpful thinking patterns, overcoming procrastination, and managing perfectionism can equip employees with practical skills to navigate workplace pressures. These large-scale training sessions are especially useful for new employees as part of their induction process, providing them with essential knowledge from the outset.
What should be included in mental health training?
There are many topics within mental health that can be covered in training, so much so, that the list is virtually endless, so what exactly are the priority points that you need to cover? And what are some of the most useful things to learn?
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Key mental health issues faced by working adults: Providing basic information about mental health should be your first action in training. This includes sharing knowledge around the most common mental health conditions experienced by working populations: anxiety, depression, stress and burnout.
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Spot the signs in ourselves and our team: Recognising the signs of these different mental health conditions is important in preventing the problem from growing. Prevention is at the heart of workplace mental health training, and by spotting these signs early, employees and managers can intervene before an issue worsens.
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Factors that can impact our mental health: Employees should be aware of the internal and external factors that influence mental health, such as workload management, work-life balance, personal circumstances, and company culture. Understanding these elements helps individuals take proactive steps in maintaining their wellbeing.
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Start a positive conversation: Promoting a positive culture and removing the stigma surrounding mental health not only encourages a workforce to speak out more about their difficulties, but also helps individuals to be more understanding of others. No person is the same in their experiences, especially when it comes to mental health, and it’s important to get people to understand this about others and themselves. Self-care is just as important with this, and training can help employees to reflect upon themselves.
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Access to external support: Despite the availability of mental health resources in many organisations, a surprising number of employees remain unaware of them. Research shows that while 75% of organisations claim to offer mental health support, only a third of UK workers know how to access these services. To bridge this gap, workplace mental health training should clearly outline available resources, including Employee Assistance Programmes (EAPs) for confidential counselling, Private Medical Insurance or additional therapy options. Additionally, signposting external charities and helplines like Mind and Samaritans ensures employees have access to help beyond the workplace. By integrating this information into training, businesses can empower employees to seek support when needed, reducing the risk of crises and improving overall wellbeing.
While mental health training is essential, it is equally important to tailor it to the specific needs of your workforce. Conducting mental health audits can help businesses assess key areas of concern and design training programmes that provide the most value. By taking a strategic, holistic approach to workplace mental health, organisations can ensure that training aligns with their unique challenges and objectives.
By investing in meaningful and effective mental health training, companies can contribute to a healthier, more engaged, and productive workforce – supporting not only current employees but also shaping a more supportive environment for future generations.