When someone’s struggling with their mental health, it isn’t always obvious. Changes in behaviour, mood, or performance at work can be signs – but they may also be caused by other life stresses, like caring responsibilities, money worries, or relationship issues.
You don’t need to be an expert, or know if someone has a mental health condition, to start a conversation. What matters is noticing changes, showing concern, and offering a listening ear.
Signs a colleague may be struggling
Look out for patterns or changes over time, such as:
- appearing tired, anxious, withdrawn or irritable
- changes in mood or behaviour (quieter than usual, or more emotional)
- difficulty concentrating, making decisions, or meeting deadlines
- working long hours or staying late but not being productive (known as presenteeism)
- avoiding social situations, breaks or team activities
- loss of confidence or struggling with tasks they usually manage well
- changes in appearance, appetite or sleep patterns
- more short-term sickness absence, or turning up late for work
Find out more about the signs that someone may be struggling with their mental health:
What are the possible signs that someone is struggling with their mental health?
It’s important not to make assumptions about what someone might be experiencing or going through. Everyone’s experience is different. These signs on their own don’t mean that someone has a mental health problem – but if you notice changes that worry you, it’s worth checking in.
Starting a conversation
This MindWell animation can guide you through the process you can take in talking to an employee about their mental wellbeing.
- Choose a quiet, private space where you won’t be interrupted.
- Be kind and direct – you could start with “I’ve noticed you seem a bit quieter than usual, how are things with you?”
- Use open questions and give time for the person to talk.
- Listen without judgement – you don’t need to offer solutions straight away.
- Reassure them that it’s okay to talk about mental health, and that seeking support won’t affect their job.
- Let them know about support that’s available in your workplace or through local services.
- If needed, suggest involving HR or another manager – they’re there to support both you and your team member.
- After your first chat, check in again. Together you could explore options like flexible hours, seeing a GP, counselling, or taking some time off.
You might find it helpful to use the TALKS technique (Time, Ask, Listen, Keep in touch, Signpost).
Resources to help you
- Managers’ guide to mental health – CIPD’s practical advice for managers on having conversations about mental health.
- Mind’s guide for supporting staff with mental health problems – Learn how line managers and HR professionals can support staff mental health.
- Acas helpline – free, confidential advice on workplace rights and responsibilities.
- Mind Legal Line – guidance on legal rights around mental health at work.
- MindWell crisis support – if you’re worried about someone’s immediate safety.
These resources can also give you guidance in the do’s and don’t of having a conversation about someone’s mental health: