Each year, Mental Health Awareness Week offers us a powerful opportunity to emphasise the importance of mental wellbeing. It’s a national campaign that encourages open conversations, reduces stigma, and prompts both individuals and organisations to take proactive steps in supporting mental health.
But awareness is only the beginning. In the workplace, awareness must translate into action.
Why Mental Health Awareness Week Matters
Mental Health Awareness Week, led by the Mental Health Foundation, focuses on specific themes each year – from anxiety and loneliness to movement and mindfulness. The campaign is designed to educate, reduce stigma and, therefore, encourage people to seek help early.
For employers, this week is a reminder: mental health isn’t just a personal issue – it’s also a workplace issue. Poor mental health costs UK employers an estimated £56 billion a year through absenteeism, presenteeism, and staff turnover. But beyond the financial impact lies a more important truth: supporting employee wellbeing is simply the right thing to do.
Mental Health in the Workplace: What Should Employers Look Out For?
Many employees struggle in silence, often due to being unsure of how to seek support or fearful of being judged. Managers and HR professionals aren’t expected to be mental health experts – but knowing the warning signs and where to go for help can make all the difference.
Here are some common mental health conditions and symptoms to be aware of:
- Excessive worry, restlessness, or difficulty concentrating
- Avoiding certain tasks or meetings
- Physical symptoms such as headaches or nausea
- Low mood, lack of motivation, or fatigue
- Withdrawn behaviour or noticeable changes in communication
- Missed deadlines, reduced productivity, or frequent absence
- Unusual changes in mood, from high energy and impulsivity to deep lows
- Inconsistent behaviour or performance
- Risk-taking or uncharacteristic decision-making
- Irritability, emotional exhaustion, or frequent sick leave
- Complaints about workload or feelings of being overwhelmed
- Reduced engagement or increased conflict with colleagues
What Can Employers Do?
The most supportive workplaces don’t just react – instead, they plan ahead. That means creating clear pathways for staff to access the help they need when they need it.
At Acorn Occupational Health, we support employers in fostering a healthy, proactive approach to mental wellbeing. Here’s how:
When a manager has concerns about an employee’s mental health, a referral to occupational health provides a structured, compassionate way to assess the situation and recommend adjustments or support strategies.
Counselling
Acorn works with a network of qualified counsellors. They offer employees a safe space to explore what they’re going through – before it escalates into long-term absence or performance issues.
Employee Assistance Programme (EAP)
Our EAP provides 24/7 access to advice, emotional support, and resources on a wide range of issues including mental health, finances, legal concerns, and more.
Well-Being Audit (Stress Audit)
An anonymous questionnaire that helps identify key stressors in your organisation – both real and perceived. We provide a concise report with practical recommendations to reduce stress and improve employee wellbeing.
To conclude, Mental Health Awareness Week reminds us that supporting mental health isn’t a one-off task. It’s a continuous commitment to creating an environment where people feel safe, heard, and supported.
You don’t have to be a mental health expert. But you do need to act – and we’re here to help you do just that.
Contact Us:
📞 Call: 01260 277797
📧 Email: website@acornoh.co.uk