Mental health disclosures at work can feel daunting for managers. You may worry about saying the wrong thing, overstepping boundaries, or not doing enough. But how a manager responds in that first conversation can have a significant impact on trust, engagement, and an employee’s ability to remain in or return to work.
This blog is designed to provide clear, practical advice for managers, alongside an explanation of how management referrals and Occupational Health (OH) support can help at each stage.
1. Start with Listening, Not Fixing
When an employee discloses a mental health concern, your role is not to diagnose or immediately solve the issue. The most important first step is to listen.
Good practice includes:
- Thanking the employee for telling you
- Listening without interrupting or making assumptions
- Avoiding minimising language such as “everyone feels like that sometimes”
- Keeping the focus on how work is being affected, rather than personal details
You don’t need all the answers in that moment. Creating a safe, respectful space for disclosure is often the most supportive action you can take.
2. Reassure Them About Confidentiality and Support
Employees are often hesitant to disclose mental health concerns because they fear negative consequences. Be clear about what will and won’t be shared, and why.
It’s helpful to explain:
- Information will only be shared on a need-to-know basis
- The purpose of discussions is to offer support, not to penalise
- There are formal support routes available if needed
This is also an appropriate time to explain that Occupational Health is an independent, confidential service that supports both employees and employers.
3. Focus on Work Impact and Practical Needs
Managers do not need detailed clinical information. What you do need to understand is how the employee’s mental health is affecting their work.
You might explore:
- Concentration, memory, or decision-making difficulties
- Fatigue, motivation, or stress levels
- Attendance or punctuality concerns
- Workload, deadlines, or role pressures (including non-work factors that may be contributing)
Keeping the discussion practical helps avoid discomfort while ensuring the right support is considered.
4. Avoid Making Promises You Can’t Keep
A common pitfall is agreeing to adjustments or timeframes without proper advice. While flexibility and empathy are important, informal arrangements can become unsustainable if they’re not well thought through.
Instead of promising solutions immediately:
- Acknowledge the concern
- Explain that you want to seek appropriate advice
- Agree to review support options together
This is where a management referral to Occupational Health can add real value.
5. Use a Management Referral to Get Clear, Objective Guidance
A management referral allows an Occupational Health professional to assess the situation independently and provide structured advice.
Through a mental health-focused OH assessment, managers can receive guidance on:
- Fitness for work
- Recommended workplace adjustments
- Phased returns or temporary changes to duties
- Support needs and review timescales
- Whether additional services (such as counselling) may be beneficial
At Acorn Occupational Health, our management referral services are designed to support early intervention, helping issues to be addressed before they escalate into long-term absence.
6. Consider Additional Support Options
Depending on the outcome of an OH assessment, further support may be recommended. This can include:
- Counselling or EAP services to provide confidential emotional support
- Wellness Action Plans (WAPs) to structure ongoing conversations and adjustments
- Physiotherapy or ergonomic assessments where physical discomfort is contributing to stress
Having access to a range of services ensures support is tailored, rather than one-size-fits-all.
7. Keep the Conversation Going
Mental health support is rarely a one-off conversation. Managers should:
- Schedule regular, appropriate check-ins
- Review adjustments and support over time
- Encourage feedback on what is or isn’t working
- Re-refer to Occupational Health if circumstances change
Consistency and follow-up demonstrate genuine commitment and help employees feel supported long term.
Contact Us
When mental health disclosures at work arise, managers don’t need to have all the answers, but they do need the right support.
Listening to your employee well, responding thoughtfully, and using management referrals appropriately can make a significant difference to outcomes for both the individual and the organisation.
If you’d like to learn more about how Acorn’s management referral services can support your managers and employees, our team is always happy to help.
📞 01260 277797