If you’re an HR or L&D lead, you already know mental health at work matters. The tricky part is knowing which habits could make a real difference to how your people feel day to day.
This article covers practical ways to support mental wellbeing that you can share with your team, from sleep and boundaries to social connection.
What poor mental health is costing UK workplaces
Work-related stress, depression or anxiety affected 964,000 workers in Great Britain in 2024/25, according to the Health and Safety Executive (HSE). That contributed to 22.1 million lost working days over the same period.
Sickness absence has climbed too. The Chartered Institute of Personnel and Development (CIPD) found UK employees took an average of 9.4 sick days a year. That’s the highest figure in over 15 years, and mental ill health was the leading cause of long-term absence.
These numbers matter, and they make a strong business case for wellbeing. But they only tell part of the story. Behind every statistic is someone trying to get through a demanding week, without the tools to cope.
Why sleep matters
If you’re wondering how to improve mental health at work, start with sleep. Mental Health UK’s Burnout Report found that 59% of UK adults said poor sleep had driven stress in the past year. It’s one of the most common stressors outside work.
Poor sleep can affect concentration, mood and decision-making, so it’s worth taking seriously. These habits may help:
- A regular sleep schedule: sticking to roughly consistent bed and wake-up times, including at weekends where practical.
- A screens-off window: putting phones and laptops away at least 30 minutes before bed. It helps the mind settle and can improve sleep quality.
- A caffeine cut-off time. Caffeine can affect sleep for hours, so avoiding it later in the day can help if someone’s sensitive to its effects.
These suggestions cost little to try and are worth sharing with your team. Shift workers, carers and people with health conditions may need a different approach, so encourage them to speak to their GP if they need advice.
Setting boundaries that stick
Boundaries can help protect recovery time, but employees need managers to respect them. It’s difficult to switch off if the workload or workplace culture expects people to be constantly available.
And boundaries don’t need to be dramatic to be effective. Small, consistently applied limits tend to protect wellbeing far better than the occasional big gesture. Practical boundaries worth encouraging include:
- Having a proper end to the working day. Logging off at a set time, rather than drifting into evening emails, makes it easier to rest properly.
- Agreeing priorities. Encourage employees to discuss competing demands with their manager rather than expecting them to turn down tasks without support.
- Taking annual leave. Create a culture where people use their holiday entitlement, and make sure workloads allow them to disconnect while they’re away.
- Muting notifications outside working hours. A short digital break gives the mind a chance to fully switch off.
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Prioritising social connection
Isolation is one of the quieter risk factors for poor mental health, especially in hybrid and remote teams. It’s important to be clear that connection doesn’t mean forced social events – it means small, regular moments of contact.
Hybrid and remote working have real benefits, but informal contact doesn’t happen as easily. Managers should ask employees what helps them feel connected rather than assume everyone wants the same approach.
Some low-effort ways to build this in:
- Short, informal check-ins. A five-minute chat that isn’t about deadlines can be just as valuable as a scheduled one-to-one.
- Team rituals that don’t cost anything. A shared coffee break or a Friday round-up message keeps people connected.
- Buddy systems for new starters or remote team members. Pairing people up reduces the chance that someone quietly struggles alone.
- Visible, approachable managers. Staff are far more likely to speak up early if they know their manager will listen. That means making space for confidential conversations, listening without judgement and signposting to the right support.
Small daily choices that add up
Small, repeated habits can support mental wellbeing, particularly when people have the time and flexibility to maintain them.
Encourage your team to try:
- A short movement break. Even a 10-minute walk can lift moods and break up long stretches of screen time.
- One offline activity a day. Reading, cooking or anything hands-on gives the mind a much-needed rest from constant stimulation.
- A brief end-of-day reflection. Noting one thing that went well is a simple way to end the day on a positive note.
- A lunch break away from the desk. Make sure people take their full break, step away from screens and recharge when possible.
These habits work best when leaders model them too. A manager who visibly takes a lunch break gives everyone else permission to do the same.
None of this is a treatment for mental ill health. If someone is struggling, encourage them to speak to their GP or another support service. Then discuss any adjustments or support they may need at work.
What good mental health support looks like
Good workplace mental health support goes beyond posters and one-off webinars. Employers should assess and manage work-related stress risks, look at workload and working practices, train managers to respond appropriately and make support easy to access. Individual habits can complement these measures, not replace them.
The aim is to make wellbeing part of everyday working life, rather than an annual awareness campaign. Ask whether employees have the time, support and working conditions they need, as well as access to useful training. And be prepared to make changes if necessary.
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