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Talk to Us & Samaritans Awareness Day 2025

Creating mentally healthy workplaces through early intervention, providing support and encouraging staff to talk about mental health.

A man talking over the phone to the charity about his mental health

About Talk to Us & Samaritans Awareness Day


Talk to Us is a campaign organised by the Samaritans every July to highlight the importance of talking, listening, and reaching out for mental health support. The campaign promotes emotional support, reduces stigma around talking about mental health, and encourages people to connect through conversations. As part of Talk to Us month, the suicide prevention charity will mark Samaritans Awareness Day ‘24/7’ on Thursday 24th July to help spread the message that its volunteers are there for anyone who is going through a difficult time - 24 hours a day, 365 days a year. Whether it’s through a phone call, letter, or email, Samaritans ensure that no one faces their problems alone. Since 1953 Samaritans have been a lifeline for thousands of people, offering a listening ear and confidential support for anyone struggling to cope.


Ways how people can get in touch with the Samaritans charity




Supporting Mental Health in the Workplace


For businesses and organisations, Talk to Us campaign & Samaritans Awareness Day present an opportunity to encourage open discussions around mental health and to take a more proactive, preventative approach to employees' wellbeing. Recognising the importance of mental health in the workplace has never been more vital. Poor mental health is one of the top reasons for sickness absence in the UK, therefore all organisations, whatever their size, should consider implementing a mental health at work plan that encourages and promotes good mental health for all staff and an open organisational culture. Adopting a proactive approach to mental health and investing in wellbeing initiatives can bring many benefits for organisations in terms of staff engagement, performance and loyalty.


16.4 million working days were lost due to work-related stress, depression or anxiety in 2023/24.

A line manager talking with the employee about problems in the workplace

Spotting the signs of poor mental health


Many employees might be reluctant to approach their line managers to disclose any mental health problems and seek help, therefore it's crucial that line managers learn how to recognise the symptoms of poor mental health in their team members. This is not always easy, as mental health issues can manifest in different ways for different people. However, there are some common signs to look out for, such as:


  • Low levels of engagement and disinterest in work

  • Reduced productivity

  • Being late for work

  • Withdrawal and reduced social contacts

  • Increased absenteeism

  • Difficulty controlling emotions, e.g. being tearful or having outbursts of anger

  • Changes in personal appearance

  • Tiredness and lack of energy

  • Substance misuse


While these signs do not always indicate that an employee might be experiencing mental ill health problem, it’s still crucial for a line manager to initiate the conversation to establish whether an employee needs any help. Addressing poor mental health requires understanding root causes, showing empathy, and putting measures in place to support employees. Line Manager's Guide to Managing Mental Health from Thrive has some useful tips on how to spot the signs of potential mental health issues and how to prepare for a conversation with an employee.


"Investing in mental health isn’t just the right thing to do – it’s also good business. Employees who feel supported and valued are more likely to be engaged, productive and loyal. On the other hand, those who feel unsupported are more likely to experience burnout, disengage, and ultimately leave the organisation. In a world where talent is the most valuable asset, companies cannot afford to ignore the mental health of their employees."


Gathering data and identifying potential work hazards to mental health


According to Mind, mental health issues can affect one in four people at some point in their lives. Although poor mental health can be caused by numerous non work-related factors like bereavement, financial difficulties, loneliness, domestic violence, etc., an employee's mental health may be also affected by the workplace environment. Therefore, employers should take a proactive approach to controlling risks and conduct mental health risk assessments to identify, assess and manage any potential risks to the mental health and wellbeing of the workforce. The risk assessment allows employers to see if there are any areas of concern and what specific aspects may be contributing to mental ill-health among employees. This can include:

  • excessive workload

  • unclear job role and expectations

  • long, unsocial or inflexible hours

  • unachievable deadlines

  • lack of resources to complete tasks

  • insufficient training

  • lack of support from the management or colleagues

  • unsafe working conditions

  • violence, harassment, bullying, discrimination or exclusion in the workplace



Once the key issues have been identified in the organisation, it's crucial to outline an action plan to overcome them. Also, mental health risk assessments should be reviewed regularly after initial implementation to ensure the risks have not changed and that no further measures are needed. Mental Health Risk Assessment guide from St. John Ambulance can provide some advice for employers on how to carry out a mental health risk assessment.


Organisations can also use HSE's Management Standards approach to prepare for and conduct a stress risk assessment. The standards help identify and manage six areas of work design which can affect stress levels – demands, control, support, relationships, role, and change. Tackling work-related stress using the Management Standards approach. A step-by-step workbook provides guidance on the process of conducting a stress risk assessment using the Management Standards approach.


Moreover, employers could gather other types of information which can indicate their organisation's prevalence to workplace poor mental health. This could be done through analysing workplace trends of high sickness absence across different departments, the number of referrals to Occupational Health, employee turnover levels, as well as grievance, bullying and harassment figures. Also, gathering the opinions of employees can be a useful indicator of the potential sources of work-related poor mental health and the overall condition of their work environment. Organisations may use anonymous employee surveys to investigate whether there are any aspects in the workplace that can contribute to mental ill-health and who is likely to be at risk.


In addition to an organisational mental health risk assessment, an Individual Mental Health Risk Assessment could be conducted by a line manager when an employee reports they are experiencing work-related poor mental health. Completing an individual Mental Health Risk Assessment encourages an open discussion about any issues that might be a source of ill mental health. It is an opportunity to identify the support available, make informed decisions and develop an individual action plan to reduce or mitigate the causes. The line manager and employee should periodically review the assessment and action plan to monitor the implementation and effectiveness of agreed control measures.


A manager in the office completing documents

Creating a mental health and wellbeing policy


A mental health and wellbeing policy is a document that outlines how an organisation supports mental health in the workplace. The policy sets out the framework for the employer to provide an environment that promotes and supports a positive state of mental health and wellbeing for all employees. It should outline what mental health is and how it can affect people, explain how employees can raise any concerns they have about their mental health, and define the roles and responsibilities of line managers and HR professionals in such situations. The policy should also summarise what internal and external support is available to staff who suffer from poor mental health, such as access to EAP or counselling. It's important that the policy is shared across the whole organisation and is reviewed regularly to ensure its effectiveness.


Mental Health and Wellbeing Policies and Procedures Toolkit from Perth & Kinross council provides advice on how to develop a comprehensive Mental Health and Wellbeing policy. Also, St. John Ambulance has created a sample workplace mental health and wellbeing policy that can be used as a guide to create a policy in the workplace. While the template provides guidance on how to structure the policy, it shouldn't be simply amended and adopted because every workplace is different and the policy should be created to the exact needs of the organisation.



Getting advice from Occupational Health


Because each person’s experience of mental ill-health is different, each employee may require different support to help them stay at work or return to work. Therefore, employers should consider referring employees to Occupational Health for evaluation and guidance on reasonable adjustments which they can make for people with mental health conditions. Through our Management Referral Service, our Occupational Health Advisors can assess an employee's situation and provide advice on specific short or longer term measures that can be taken to help manage symptoms of poor mental health at work. Adjustments for mental health are usually simple and cost-effective, and they may involve changes to work processes, practices, procedures or the environment. Examples of workplace adjustments can include:


  • Changes to the job role - reallocating some tasks temporarily, making permanent changes to employee’s job description and duties, or redeploying them to a more suitable role within organisation.


  • Changes to the working environment - for example, providing light-box or moving workstation to a place with more natural light for someone with Seasonal Affective Disorder (SAD), moving workstation to quieter, less busy part of the office or installing dividing screens.


  • Flexible working arrangements - allowing employees to start later, finish earlier, or work reduced hours, letting employees to work from home full time or introducing hybrid working.


  • Additional breaks - offering flexible break schedules, allowing employees to take short breaks when needed, or even providing quiet rooms where employees can rest and do some relaxation exercises.


  • Phased return to work - making the transition back into the workplace easier for employees who have been on long-term sick leave due to mental health issues. This could include gradually increasing the number of hours worked or reintroducing certain job responsibilities in stages.


  • Providing extra support - providing access to professional mentoring, coaching or on-the-job peer support, increasing frequency of catch-ups with a manager to get help with tasks and discuss ongoing issues or challenges.


You can find out more about reasonable adjustments for mental health at work, including practical steps and considerations to be aware of on the Acas website. You can also listen to Acas podcast which explores how employers can support their staff by making reasonable adjustments and creating a healthy work culture



Providing training for line managers and raising awareness of mental health among the whole workforce


Without the appropriate skills or training many managers might not be aware of different early signs of poor mental health and they can struggle with initiating conversations about mental wellbeing with their team members. Therefore, it's vital to offer training for line managers so that they know how to recognise symptoms of mental ill health, have effective conversations with their staff, and signpost them to different resources and support. Line management training could be delivered in a variety of formats, including face-to-face training, online training, and coaching. Moreover, in order to remove stigma and encourage open conversations about mental health, employers should engage the entire workforce and offer mental health awareness sessions for everyone within an organisation. By equipping employees with essential skills and knowledge, employers could foster mental resilience, reduce stress, and improve mental health in the workplace. At Corazon Health we can help you organise Health Leadership Training for Managers and various webinars and onsite sessions such as Developing Mental Resilience, Dealing Effectively With High Pressure Situations, Suicide Awareness and Mental Health Awareness.


Employees taking part in the mental health awareness workshop


Sharing Mental Health Resources and Information about Available Support


Ensuring access to mental health resources and information about available support both through the workplace, NHS, external organisations, and charities is vital for employee wellbeing. Employers could raise awareness and share information through blogs, newsletters, posters, fliers, brochures, noticeboards, posters, websites, and intranet. Some examples of the resources include:


The Hub of Hope, provided by national mental health charity, Chasing the Stigma, is the UK's largest and most comprehensive mental health support directory. It brings local, national, peer, community, charity, private and NHS mental health support services together in one place so that employees can easily find the right support for themselves or others.



Offering Mental Health Support Services


Employers can help staff navigate through any personal or work-related issues that negatively impact their emotional wellbeing through a wide range of support services, like private counselling, Employee Assistance Programme (EAP), or access to Mental Health First Aiders®.


Counselling: this can be particularly beneficial for employees who are experiencing mental health issues, struggling with work-life balance, or dealing with other personal problems that may be impacting their overall wellbeing and job performance. Counselling sessions offer employees the opportunity to discuss both work related and personal issues which may be causing them concern or distress.


We can arrange both telephone and face to face counselling sessions, as well as critical incident support counselling. All counsellors that we work with are fully qualified and registered with the British Association for Counselling and Psychotherapy.


Employee Assistance Programme (EAP): it is a benefit programme that provides staff with emotional support and practical advice on a wide range of issues. As EAP services are available in different forms and offer different support options, A buyer's guide to Employee Assistance Programmes from the EAP Association can help employers decide which EAP is right for their organisation.


At Corazon Health, through our partner services, we provide an Employee Assistance Programme (EAP) which gives staff instant access to a wide range of supportive services such as 24/7 confidential telephone helpline, up to 6 sessions of face to face, telephone or online counselling, as well as legal and financial wellbeing services. Support is also available for those whose first language is not English, offering translation across over 200 languages. Moreover, employees gain access to an online Health & Wellbeing Portal and Mobile App which has monthly webinars, lifestyle advice, wellbeing articles, and interactive health assessments.


Mental Health First Aiders®: employees who are trained to become MHFAiders® can spot the signs of poor mental health at work, provide initial guidance, and signpost colleagues to professional support services. The main role of MHFAiders® in the workplace is to be a first point of contact for someone who is experiencing a mental health issue and to offer non-judgmental support.


Through our partner services, we can organise online or in-person courses certified by Mental Health First Aid England:

  • Become a Mental Health First Aider (MHFAider®)

  • Mental Health Skills for Managers

  • Become a MHFA Champion

  • Become Mental Health Aware

  • MHFA Refresher

  • MHFA Check-In


Smiling woman in the office during company's meeting

Poor mental health can negatively affect employee's engagement, performance, and relationships with colleagues. Therefore, employers should take a more proactive, preventative approach and prioritise mental wellbeing in the workplace. Ill health prevention, early intervention, encouraging staff to talk about mental health and providing support is vital to create mentally healthy workplaces. This in turn will not only benefit employees but also contribute to the overall success of the organisation.


These additional guides can provide employers with further advice on managing mental health in the workplace:



If you need help adopting a range of measures to proactively manage mental health in the workplace, get in touch with us to discuss how we can support you and your staff.

Sources:

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