It's Time to Talk: How SMEs Can Support Mental Health in the Workplace

World Mental Health Day, this year taking place on Friday 10th October, is a reminder that mental health matters – both in our personal lives and at work. More than ever, employees are navigating challenges that can affect their wellbeing, from the pressures of modern work life to personal and financial struggles and the ongoing effects of post-pandemic stress.

As HR consultants working with SMEs, I often see business owners and managers who genuinely care about their people but aren’t sure how to support them effectively around the often sensitive topic of mental health. We travel a lot to get to the SMEs we work with, particularly on public transport and I personally am observing the increasing number of journey cancellations and disruption due to the tragic situation of someone taking their own life on the railway tracks, which is horrific for all involved. These people might be your employee, your family member or your friend. And this observation is not about delays and journey disruption, this is about lives lost and whether there is anything that can be done to reduce this.

The truth is, mental health in the workplace isn’t just a nice-to-have – it’s essential. Small steps can make a huge difference, and in this blog, we’ll share with you some ideas and suggestions to better support your staff with their mental wellbeing.

Why Mental Health in the Workplace Matters

Mental health challenges are common, and on the rise throughout the UK. According to Mind, 1 in 4 people will experience a mental health problem each year in England, and 1 in 5 people report experiencing a common mental health issue, such as anxiety or depression, in any given week.

For businesses, this means it’s highly likely that some of their employees are struggling – even if it’s not immediately obvious. And in small and medium-sized businesses, where teams are smaller and every person plays a critical role, the impact of one employee struggling can ripple across the whole business – affecting morale, productivity, and workplace culture. Yet in smaller teams it may be more obvious and easier to intervene.

Proactive support can create a healthier, more resilient team. Supporting staff isn’t just about compliance; it’s about creating a workplace where people feel safe, connected, able to tell someone they are struggling and able to thrive.

Practical Tips for Managers and Leaders

Managers and leadership teams play a critical role in employee mental health – even without formal training, managers can take meaningful steps to support their employees’ mental health.

Here are practical steps to help you support your staff effectively:

1. Recognise early signs of stress or distress

Changes in mood, engagement, or performance can indicate mental health challenges.
Don’t wait for a crisis — early conversations make a real difference.

2. Be present and empathetic

Listen actively and without judgment or interruption.
A simple check-in, asking open, empathetic questions such as “How are you really doing?” or “How are you feeling this week?’ can make a big difference.
Presence and genuine care often matter more than solutions.

3. Know your role

Managers are guides, not therapists. Offer support and signpost resources, but stay within professional boundaries.
Encourage employees to access professional help if needed, such as a GP, counselling, or workplace resources like an Employee Assistance Programme.

4. Offer hope and resources

Remind employees that situations can change and help is available.
Share external support lines and mental health services where appropriate.
Help create a culture where reaching out for support is normal and welcomed.
Make it clear that seeking support is normal and supported by leadership.
Signpost internal resources (HR support, Employee Assistance Programmes) and external help (counselling, GP, wellbeing services).

5. Foster a culture of safety and connection

Encourage open conversations about mental health, without fear of stigma or negative consequences.
Support peer connections and team wellbeing initiatives.
Model healthy boundaries and wellbeing behaviours yourself
Ensure employees know who is trained to respond — such as a Mental Health First Aider — and how to reach them.

6. Bring in Mental Health First Aiders

One of the most effective tools is having trained Mental Health First Aiders in your workplace.
They can provide immediate support, guide employees to resources, and create a culture where it’s safe to discuss mental health challenges.
Read on for more tips and advice on how to use this.

7. Responding in a crisis

If an employee is in immediate danger, follow professional emergency guidance, such as contacting emergency services.
Prioritise safety while maintaining professional boundaries.

What is a Mental Health First Aider (MHFA), and Why Do You Need One?

A Mental Health First Aider is someone trained to recognise signs of mental distress, offer immediate support, and guide employees to appropriate resources. They are not counsellors or therapists – their role is to listen, signpost, and create a culture of safety.

Having an MHFA in the workplace:

Signals to employees that it’s safe to talk about mental health.
Helps managers recognise early warning signs of stress, anxiety, or depression.
Provides support during crises, including guidance on professional help.
Normalises mental health conversations and reduces stigma.

In short, MHFAs empower teams to support each other responsibly, creating a culture where wellbeing is taken seriously.

Small Steps, Big Impact

Supporting employee mental health doesn’t have to be complicated. Even small actions, such as having a Mental Health First Aider, checking in regularly, or creating a culture where it’s safe to speak up can significantly improve wellbeing and productivity.

Despite all of this advice, there may be situations where you may need to have some difficult conversations with employees around performance or conduct issues, it may even be that their condition is affecting their behaviour, conduct or performance in their role. This doesn’t mean you can’t have difficult and constructive conversations with team members, particularly those you think or know may be struggling with their mental health, but you may need to use that knowledge to ensure reasonable adjustments are made and that you think about the best way to have those conversations so as not to cause further issues/concern.

World Mental Health Day is a chance to reflect, act, and lead with empathy. For SMEs, these actions aren’t just about compliance or policy; they’re about creating workplaces where people can thrive, not just survive.

If you’d like support implementing Mental Health First Aiders or building a wellbeing framework in your business, get in touch – it could be the most important investment you make for your team this year.

Let MetroHR help you to support your team's mental health

If you want to create a workplace where employees feel safe, supported, and able to thrive, Metro HR can help.

Contact us today to discover how our expertise can guide you in implementing mental health strategies, training Mental Health First Aiders, and building a resilient, empathetic workplace.

Book your free 30-minute consultation now