Supporting Mental Health at Work (UK)

When to take action

Early action is usually more effective than waiting for issues to escalate. Employers do not need to wait for a crisis before offering support or reviewing what may help at work.

• Changes in behaviour or performance. Reduced concentration, missed deadlines, withdrawal from colleagues, or noticeable changes in engagement.
• Repeated short-term absence. Frequent sick days or recurring absences may indicate an underlying issue that needs structured support.
• Employee raises concerns. If an employee mentions stress, anxiety, burnout, or difficulty coping, it should prompt a supportive conversation.
• Return after absence. Returning after mental health-related absence often requires planning, regular review, and realistic expectations.

Employer responsibilities

Employers should provide a safe working environment, manage absence fairly, and consider reasonable adjustments where appropriate.

• Keep conversations focused on work impact, support needs, and next steps.
• Use a consistent process for absence, review meetings, and return-to-work planning.
• Consider whether adjustments may reduce disadvantage and support the employee to remain in work.
• Document actions clearly so decisions can be explained and followed through.

Supporting an employee in practice

The most effective support is usually practical, proportionate, and reviewed over time.

Managing return to work

A return to work should be planned, not assumed. A structured approach reduces the risk of relapse and makes expectations clearer for everyone.

• Review current capacity rather than assuming someone can resume their full role immediately.
• Set a realistic schedule for hours, duties, and review points.
• Check whether the fit note suggests changes or temporary adjustments.
• Keep communication clear so managers know what has been agreed and what to monitor.

When additional support may help

Some situations need more than internal manager support. External input may help when the right adjustments are unclear or the case is becoming more complex.

• There is uncertainty about what the employee can reasonably manage at work.
• Absence is recurring or the return-to-work plan keeps breaking down.
• There are multiple factors involved, such as workload, role demands, and ongoing health concerns.
• Managers need objective guidance to support decision-making.

External resources for employers

These official and trusted resources provide practical guidance for UK employers and employees.

Related reading