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    Adopting a proactive and preventative approach to promoting positive mental health in the workplace can have many benefits for both you and your staff. But where to begin?

    Start with leadership

    A good starting point is leadership. Having a senior person responsible for wellbeing sends a clear message that it matters and helps build commitment across all levels of management. Training and support for line managers are equally important, so they feel confident starting conversations and offering help when it’s needed.

    Visible commitment from the top creates the foundations for everything else – a culture where staff feel safe to talk, and managers feel confident to support.

    Check your culture

    Wellbeing is about more than benefits or awareness days – it’s about the everyday culture of your workplace. Ask yourself:

    • Is staff wellbeing a priority across the organisation?
    • Can people talk openly about their mental health?
    • Do managers have the skills and training to support staff?
    • Are workloads manageable and flexible working encouraged?

    You might want to use our 20 wellbeing questions as a survey or discussion guide to explore what’s working well and what could improve. It doesn’t have to be formal – a quick conversation at a staff meeting, a suggestion box or regular one-to-ones can be just as effective.

    20 wellbeing questions to discuss with your staff

    These questions can help you identify what’s working and what needs to change.

    They cover topics like team culture, policies, training, support for mental health, workload, role clarity, and the work environment.

    1 – Do we have a positive team culture and inclusive working environment? Do people stop and say hello and ask, ‘how are you today’? Are team members supportive – do they check in on colleagues who seem stressed or anxious and ask if they want a chat and a cup of tea? Do staff eat lunch at their desks without taking a break or sit down to eat lunch together and have a chat. Do managers create a safe space to talk about wellbeing as a normal part of one-to-one meetings? More information on positive team culture can be found on the Mindful Employer’s 10 steps toolkit

    2 – Do our policies support staff welfare? Do we need to review our sick leave, annual leave, lone working, carer’s leave, maternity, paternity, adoption/surrogacy, bereavement or flexible working policies, for example? Do we also need to consider how staff wellbeing is part of the Performance Development Review (PDR)?

    3 – Do people feel comfortable talking openly about their mental health and about problems outside of work? Is our organisation a safe place to talk or is fear stopping staff from talking openly with their managers? Do we need to reduce the barriers caused by stigma? Change is most effective when led from the top. Can the CEO lead with the message that it’s OK to talk about your mental health without fear of it having a negative impact on your future job prospects or job security? Can senior managers help to change attitudes and start an open dialogue by talking from personal experience? Can these ‘role models’ lead by showing how success is possible? Could we establish a staff mental health task group and team reps? Step 5 from the Mindful Employer’s 10 steps toolkit has information on tackling stigma in the workplace.

    4 – Would you feel confident talking to your manager about your mental health? Do managers know how to listen to and talk to team members about their mental health? Do they know how to detect the signs of stress and anxiety? Does the organisation need to invest in good quality mental health awareness training? Can we create mental health champions and mental health first aiders?

    Take a look at our mental health training page for information on how to find the best training for your team. Step 2 from the Mindful Employer’s 10 steps toolkit also has information about raising awareness to create a mentally healthy workplace.

    5 – How well does the organisation support people experiencing a problem with their mental health? Do managers know how to organise support to help an employee to stay in work or return to work after taking leave? For example, could we use a Wellbeing Action Plan (WAP)?

    MindWell has information on what to do if you’re worried about a team member and how to support someone returning to work. Step 9 from the Mindful Employer 10 steps toolkit also has information and actions to support someone experiencing mental health difficulties at work.

    6 – Have you used any wellbeing services or support provided by the organisation?

    7 – What else could the organisation do to support staff experiencing problems with their mental health?

    8 – Do you achieve a good balance between work and personal time? Do you take lunch breaks? Do you have time for hobbies, interests and family life? Do managers lead by example in having a good work-life balance?

    9 – Do working routines and practices support staff wellbeing? Do we need to review working routines and practices to reduce unnecessary stress, for example? Would better processes encourage more effective team working and better job satisfaction? Could different working patterns and more flexible hours improve work-life balance? Do staff have the right training to carry out their roles? Do staff often work late and don’t feel able to take proper breaks or book their holidays? Step 8 from the Mindful Employer’s 10 steps toolkit has ideas to help minimise workplace stress.

    10 – Do your team members work together to support each other when work is more challenging?

    11 – Do you have an acceptable work load? How often do you take work home or work long hours? How often do you feel under pressure to meet difficult deadlines?

    12 – Do you have a choice in how you do your job and manage your workload?

    13 – What else could the organisation do to help staff cope with work-related pressures?

    14 – Do you feel that the work you do is valued by the organisation?

    15 – Can you access the right learning and development opportunities to do your job effectively?

    16 – Does the organisation have zero tolerance to bullying? Have you experienced or witnessed any bullying or discrimination? Is discrimination challenged? Do we have the right policies and procedures in place? What else do we need to do?

    Step 10 of the Mindful Employer’s 10 steps toolkit has information on how to promote diversity and inclusion and take a zero tolerance approach to discrimination, harassment and bullying.

    17 – Do managers involve staff in decision-making? Do we have staff forums and open discussions for staff engagement?

    18 – Are staff clear about their job roles and have up-to-date job descriptions? Step 6 from the Mindful Employer’s 10 steps toolkit has guidance on how to ensure that staff understand their roles and feel valued.

    19 – Do staff need more information about their specific roles and responsibilities relating to staff welfare and mental health? This might cover areas such as workplace health and safety, discrimination prevention and diversity awareness, privacy and taking care of their own mental health. Step 4 from the Mindful Employer’s 10 steps toolkit has information on raising awareness of mental health in the workplace.

    20 – Do the physical aspects of the office support staff wellbeing? Do we have natural lighting, enough space between desks and greenery? Are levels of temperature and noise comfortable and reasonable? Are there spaces to hold private conversations and quiet, calm places for relaxation? Do we have a home working policy to support staff working remotely?

    Imagine a healthy workplace

    It can help to imagine what a healthy workplace looks like. Think about a time in your life when you felt really happy at work.

    You probably felt:

    • challenged and energised by your job, without unnecessary pressure
    • supported and trusted
    • clear about your role and objectives
    • able to talk about issues
    • satisfaction in doing meaningful work
    • part of a collaborative team
    • involved in decision-making
    • balance with your life outside of work

    Staff who feel engaged and balanced in this way are more motivated, stay longer, and contribute to the success of the organisation.

    Encouraging staff to share their own reflections on what makes them feel well at work can spark new ideas for your wellbeing plan.

    Try practical initiatives

    There are many ways to support staff wellbeing. What works will depend on your team and your budget. Some ideas include:

    • counselling services, wellbeing hubs or an Employee Assistance Programme (EAP)
    • low-cost or free options like lunchtime walks, team socials or peer mentoring
    • sharing MindWell self-care resources and setting aside time for staff check-ins

    Many smaller organisations worry about cost, but often it’s simple, visible actions that matter most – like open conversations and supportive management.

    For inspiration, take a look at our 20 wellness ideas:

    20 wellness ideas to explore with your staff

    What will work in one organisation will be different in another, according to the needs and interests of your staff and the size and nature of your organisation.

    Support for emotional and physical wellbeing

    • Confidential counselling service – offer access to a free counselling service as a staff benefit. This can often be provided as part of your company insurance – check your policy details.
    • Cash health plan – offering a plan can help staff to pay for a range of preventative care for their physical health. Some plans can also offer access to free counselling sessions and 24/7 telephone support services.
    • Cycle to work schemes – helps staff to spread the cost of buying a bike to get to work. Visit the Cycle to Work website for more information.
    • Free fruit, healthy snacks and herbal teas – ditch the sugary snacks and caffeinated drinks and encourage healthy eating habits.
    • Staff wellbeing area on staff intranet or shared drive – with information about MindWell resources including relaxation techniques, digital tools and help to improve sleep, eat healthy and move more.
    • Subsidised gym memberships and other local sports/wellbeing/travel discounts
    • Wellness room – create a quiet calming sanctuary for staff where they can go to chill out away from their desks or read a book. This room should offer a digital detox and could have sensory features like soft fabrics, natural light, plants, water features, essential oils or relaxing music.
    • Child care vouchers – allow employees to pay for childcare through a salary sacrifice scheme.
    • Savings and loan scheme or staff assistance fund – schemes to help staff save each month or apply for a one off grant or interest free loan when facing short-term financial problems.

    Wellbeing activities

    • Mindfulness drop-ins – mindfulness can help to bring our thoughts back from worrying, or thinking too much, to the present moment. Some people find it helpful to manage anxiety, feel calmer and cope better with stress. Find out more about mindfulness and how to give it a go.
    • Monthly wellness hour – staff can enjoy a free hour every month to look after their wellbeing. Staff can choose to come in late or take a long lunch to go for a walk or do something nurturing that they enjoy.
    • Relaxation breathing sessions or guided meditation – taking time out to practise diaphragmatic breathing can help to restore calm and combat the effects of stress.
    • Yoga (or Pilates) classes – yoga can improve strength, flexibility and breathing and relieve the symptoms of anxiety. The NHS website has a guide to yoga.
    • Lunch-time walks – sitting for hours at a computer desk can be bad for your physical health as well as your emotional wellbeing. Get a group of staff together and take time out at lunch to get some exercise and fresh air.
    • Wellbeing weeks/mark mental health events – organise an annual week of staff wellbeing activities and mark key days like World Mental Health Day, Mental Health Awareness Week and Time to Talk day. Join the Leeds Public Health Resource Centre for access to a wealth of public health leaflets, posters and resources, books, DVDs and CDs and health promotion campaigns.
    • Leave for volunteering – give employees time off to take part in different charitable works or volunteering opportunities.

    Social activities

    • Tea and Talks – plan a get-together with tea and cakes and get the conversation going. You can get more ideas and order resources for your Tea and Talk on the Mental Health Foundation website.
    • Get togethers – sports clubs, social outings, book clubs, bake sales, baking competitions and charity fundraising can bring people together and create friendships and connections across the organisation.
    • Team lunches – ask staff to bring in one dish or snack and sit down together to catch up or you could sit down together to take part in a team crafting activity. Or, plan a virtual team time out over lunch.
    • Staff away days – put the emphasis on wellbeing, fun, strengthening relationships and spending time together as a team.

    Develop a strategy

    One-off initiatives are a good start, but lasting change comes from embedding wellbeing into your organisation. Once you’ve gathered staff feedback, map out where you are now, where you want to be, and what steps will get you there.

    A good strategy should set out:

    • Where you are now – what do you currently offer? Are staff using existing initiatives? What data do you have (for example, absence rates, retention, or feedback from your wellbeing survey)?
    • Your future vision – what do you want to achieve? What would a healthier workplace look like in practice?
    • Budget and business case – what resources are required? The Gov.uk cost of poor employee health tool can help you work out the financial impact of not acting.
    • Programme plan – outline key initiatives for the year, with milestones and clear responsibilities.
    • Communication plan – think about how you’ll keep staff informed, whether that’s staff briefings, newsletters, team meetings, intranet posts or posters.

    It’s important to also include:

    • policies on flexible working, anti-bullying, leave and carers’ rights
    • ways to bring together physical and mental health initiatives under one umbrella
    • commitment from senior leaders and managers
    • regular review and adaptation, so your strategy stays relevant

    Your strategy doesn’t need to be lengthy or complicated. It could be a short statement of intent agreed at a team meeting, with a few clear priorities for the year. The key is to make wellbeing part of everyday decisions.

    The Mindful Employer Leeds 10 Steps Toolkit is a useful guide if you’re ready to take this further.

    Supporting hybrid and remote workers

    With more people now working remotely – either full-time or part of the week – it’s important to help staff stay well, connected and feeling included.

    If you’re a manager or team leader, Mind has a range of ideas for supporting your team’s wellbeing while they work from home or remotely.

    You can also explore our page Staying well whilst working from home, which shares practical tips and resources to help people look after their mental health and set healthy boundaries.

    Is hybrid working here to stay?

    Hybrid working brings clear benefits for many people. It can save money on commuting and give staff more flexibility in managing their time.

    But there are challenges too. Some people feel less connected to colleagues or worry about being overlooked for opportunities. That’s why inclusion, communication and wellbeing should always be part of your approach.

    Many organisations are still asking: what’s the right balance of time in the office?

    Research suggests hybrid works best when it’s linked to your organisation’s values and goals. A 2022 Glassdoor survey of over 527,000 UK employee reviews found that people who mentioned hybrid working rated their workplace experience more positively – and were less likely to look for a new job.

    Formalise your approach

    As your plans develop, it helps to introduce tools and frameworks that make wellbeing part of the fabric of your organisation. These might include:

    • Wellness Action Plans (WAPs) for all staff, to encourage open conversations and agree support (find out more on our Wellness Action Plans page)
    • an Employee Assistance Programme (EAP) for confidential counselling and advice
    • a workplace code of conduct that reflects organisational values and sets clear expectations around behaviour
    • integrated approaches that link mental and physical wellbeing, such as healthy eating, workstation design and exercise initiatives
    • mental health awareness training – building confidence and skills in supporting colleagues. See our Mental health training for staff page for options.

    Keep it going

    Wellbeing isn’t a one-off project. Plan to repeat your survey or review at the end of year one, and build in evaluation measures to track progress.

    Think about how you’ll share achievements with staff – celebrating successes can increase engagement and morale. Wellbeing should also be part of team meetings, staff inductions and recruitment advertising, so it becomes embedded at every stage of the employee journey.

    Get support

    You don’t have to do it alone. Support and resources include:

    Peer support can be powerful too. Smaller organisations can link up with local groups or charities to share ideas and resources.