Mental Health and Wellbeing at Work
At The Workers Union, we understand that a healthy mind is just as important as a healthy body. With millions of people in the UK navigating work-related stress, anxiety, and emotional strain, mental health has become a vital conversation in today’s workplace.
Whether you’re facing a short-term crisis or long-term mental health condition, your wellbeing matters. This page is designed to guide you through key information about mental health at work, your legal protections, and the support options available.
Mental health at work
Work can be a source of pride, identity, and purpose — but it can also become overwhelming. From unrealistic deadlines to toxic cultures, poor management, or lack of support, the pressures of the modern workplace can significantly affect your mental health.
Common work-related mental health issues include:
- Stress and burnout
- Anxiety disorders
- Depression
- Panic attacks
- Post-traumatic stress disorder (PTSD)
It’s important to know that mental health at work is not just a personal issue — it’s a workplace issue. Employers have a responsibility to protect your wellbeing and create a healthy, supportive environment.
Supporting Mental Health at Work
Support begins with recognition. If you’re struggling, it’s crucial to speak up — whether to a line manager, HR representative, or external body. Support can take many forms:
- Adjustments to workload or working hours
- Access to counselling services or Employee Assistance Programmes (EAPs)
- Mental health first aiders in the workplace
- Remote or flexible working arrangements
Managers should be trained to spot signs of poor mental health and act appropriately. Proactive organisations foster a culture of openness, where mental health is treated with the same seriousness as physical health.
Employers are encouraged to adopt the Health and Safety Executive’s (HSE) Management Standards for work-related stress:
HSE Stress Management Standards
Mental health and the law
Under the Equality Act 2010, a mental health condition that lasts 12 months or more and has a substantial effect on daily life may be classed as a disability. If so, you are legally entitled to reasonable adjustments in the workplace.
Additional legal protections include:
- The right to a safe working environment under the Health and Safety at Work Act 1974
- Protection from discrimination due to mental health conditions
- The right to take sick leave and return to work in a supported manner
Employers must treat mental health concerns seriously and act in accordance with legal duties. Failure to do so can amount to unlawful discrimination or constructive dismissal in extreme cases.
For support and clarification, consider resources like:
Mental health support
If you’re dealing with a mental health issue, know that you’re not alone. External help is available — confidential, free, and easily accessible.
National support services:
- Samaritans – 24/7 emotional support: https://www.samaritans.org
- Mind – Mental health charity: https://www.mind.org.uk
- Rethink Mental Illness – Advice and support: https://www.rethink.org
- Shout – Free, confidential 24/7 text support: Text ‘SHOUT’ to 85258
Your GP can also refer you to NHS talking therapies or community mental health teams. Don’t hesitate to take the first step — early intervention is often the most effective.
Need help understanding your rights?
Every worker deserves dignity, respect, and support — especially when facing mental health challenges. We’re here to help our members when they join us, to better understand their rights, seek appropriate support, and feel empowered to prioritise wellbeing. No one should suffer in silence.
Frequently Asked Questions
You are entitled to statutory sick pay and may also qualify for occupational sick pay depending on your contract. If your condition qualifies as a disability, you are protected under the Equality Act and can request reasonable adjustments.
Not lawfully, if your condition is classed as a disability. Employers must consider adjustments and support first. Dismissal on discriminatory grounds could be legally challenged.
Support varies by company, but all employers must assess mental health risks, respond sensitively, and consider reasonable adjustments. This might include changes to workload, environment, or working hours.
Yes. Disclosing a mental health issue should be treated confidentially under data protection and HR best practices. Only those who need to know should be informed.
If you or someone you know is in crisis, contact Samaritans on 116 123, or visit your nearest A&E department. You can also use the Shout crisis text line: Text ‘SHOUT’ to 85258.
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