Supporting employee mental wellbeing in the workplace

Employee mental wellbeing is an essential factor in creating a productive, engaged, and motivated workforce.

However, new research suggests that workplace emotional security is on the decline, with fewer employees feeling psychologically safe at work.

This decline can have serious implications for business performance, employee retention, and overall workplace culture.

The state of workplace psychological safety

A recent study by Mental Health First Aid (MFHA) in partnership with Henley Business School surveyed 2,000 employees to assess workplace psychological safety. The results highlight a worrying trend:

• 82 per cent of employees believe it is important to bring their authentic selves to work.
• However, only 42 per cent feel they can do so, and just 31 per cent believe their colleagues can as well.
• Over the past five years, the number of employees who feel they can bring their whole selves to work has dropped by 25 per cent, from 66 per cent in 2020 to just 41 per cent in 2024.

These findings show a growing disconnect between employees and their workplaces.

Why psychological safety matters

Psychological safety is the belief that employees can speak up, share ideas, and express concerns without fear of embarrassment, rejection, or retaliation.

When employees feel psychologically safe:

• They are more engaged in their roles.
• They experience better overall wellbeing.
• They are more likely to collaborate, innovate, and contribute meaningfully to business goals.

On the other hand, when psychological safety is lacking, employees may struggle with stress, disengagement, and lower productivity.

This can lead to increased absenteeism, higher staff turnover, and a decline in overall workplace morale.

How HR can promote a culture of psychological safety

HR professionals play a key role in shaping workplace culture and ensuring that employees feel supported.

Here are a few strategies to help build psychological safety and improve mental wellbeing in your organisation:

Promote open communication and active listening

Encouraging open discussions about mental health and workplace challenges can help break down stigma and create a culture of trust.

Leaders should model vulnerability and transparency, showing employees that it is safe to share their thoughts and concerns.

Train managers in mental health awareness

Managers play a crucial role in supporting employees’ mental wellbeing.

Providing training on mental health first aid, active listening, and stress management can help leaders create a more inclusive and psychologically safe work environment.

Implement flexible working policies

Flexibility in working hours, remote work options, and mental health days can empower employees to prioritise their wellbeing without fear of judgement or career repercussions.

Establish clear policies for inclusivity and belonging

Creating policies that actively support diversity, inclusion, and belonging can help ensure that employees feel valued and accepted.

Regular employee feedback surveys and workplace wellbeing programmes can also help track progress and identify areas for improvement.

By taking steps to prioritise mental wellbeing in the workplace, businesses can create a more engaged, loyal, and high-performing workforce.

HR leaders must take proactive steps now to rebuild trust, promote inclusivity, and ensure that employees feel safe and supported at work.