Expert Opinion: Actionable HR tactics for mental health

Following Mental Health Awareness Week in May, the team from Stockport-based Hallidays HR share actionable tactics for businesses of all sizes to support the mental health of their workforce.

Mental Health Awareness Week is an important opportunity for businesses to reflect on how they support employee wellbeing.

For SMEs in particular, balancing business demands with employee mental health can feel challenging but small, practical steps can make a meaningful difference.

While awareness is important, taking clear, consistent action is what creates a healthier and more productive workplace.

Mental Health: Key facts

1 in 4 people in the UK experience a mental health problem each year.

Stress, anxiety, and depression are among the leading causes of sickness absence.

Poor mental health can impact productivity, engagement, and retention.

Creating a supportive environment is not just good for employees, it is essential for sustainable business performance.

Why It Matters for Business Owners

• Mental health has a direct impact on several areas of business:
• Productivity: Employees perform better when they feel supported.
• Absence Management: Mental health is a leading cause of long-term absence.
• Retention: Supportive workplaces reduce employee turnover.
• Proactive management helps prevent issues escalating into more serious or long-term problems.

Common Misconceptions

Myth #1: Mental health support is only for large companies.

Reality: SMEs can implement simple, effective support without large budgets.

Myth #2: Talking about mental health will create problems.

Reality: Open conversations help identify and resolve issues early.

Myth #3: It’s only an HR issue.

Reality: Managers play a key role in day-to-day support and communication.

A practical, consistent approach helps normalise mental health conversations in the workplace.

Actionable HR Tactics

Train Line Managers – Equip managers to recognise early signs of stress and have confident, supportive conversations.

Encourage Regular Check-Ins – Simple, informal conversations can highlight issues before they escalate.

Review Workloads – Ensure workloads are realistic and evenly distributed across teams.

Promote Flexible Working – Where possible, flexibility can help employees better manage personal pressures.

Signpost Support – Make employees aware of available support, such as EAPs or external resources.

Create Clear Policies – Wellbeing, absence, and flexible working policies should be clear and consistently applied.

Examples of Good Practice

• Regular 1:1 wellbeing check-ins
• Mental health awareness training for managers
• Clear absence reporting and support processes
• Flexible working arrangements where appropriate
• Open communication culture led by leadership
• Small, consistent actions often have the greatest impact over time.

Legal Considerations

Employers should be mindful that mental health conditions may fall under the Equality Act 2010 where they meet the definition of a disability.

This may require:

• Reasonable adjustments to support the employee
• Fair and non-discriminatory processes
• Careful handling of absence and performance management
• Understanding these obligations helps reduce risk and ensure fair treatment.