2025 research now shows that 1 in 6 workers in the UK report experiencing mental health problems in the workplace. With the workplace undergoing extreme changes in the last decade, we now need to consider who is responsible for supporting mental health in the workplace, and how do employers ensure that they are adequately preparing their managers to have difficult conversations.
In our latest 2026 wellbeing survey, we found that 54.7% of workers feel some level of comfortability in discussing their mental health with their line manager, and a further 47.9% believe that their line manager is there for wellbeing support. While this research suggests a heavy reliance on line manager support, it also highlights the need to support line managers to feel prepared to support their team members.
Here, we explore a range of line manager tips for supporting mental health in the workplace.
Strong relationships are the foundation of an effective wellbeing strategy
While the HR department is usually responsible for organisational wellbeing strategy and employee engagement, it is line managers who are the ‘first responders’ of mental health support. Those who work most closely with employees are usually best placed to step in and start conversations with individuals.
Monthly 1:1s are a great place for line managers to ask your people how they’re coping, but informal chats can work well too. Line managers could build workplace relationships with a virtual coffee break, happy hour or book club. Ask your team what activities they’d enjoy and try to cater to different interests and avoid ‘forced fun’.
Starting a conversation about mental health
A consistent approach will allow you to build trust within your team. While it’s natural to approach the situation delicately, don’t tiptoe around the issue or try to script the conversation.
When approaching mental health topics, it’s best to use your own words, be authentic and keep it simple. If you don’t ask, you’ll never be able to help. Try these open-ended questions to help start the conversation:
- How are you feeling?
- How are you coping with the current situation?
- What support have you got at home?
- What are your upcoming plans?
- What do you need from me?
- What can I do to support you?
Supporting employees with their mental health – line manager tips
Cathy Lawson is an independent Workplace Wellbeing Consultant, Trainer and Coach, who leads our Mental Health First Aid courses. Here are her five simple line manager tips for workplace mental health support.
- Hold regular wellbeing reviews: Mental health and productivity are closely linked, so schedule wellbeing catch ups in the same way you would performance reviews. Sudden drops in performance could indicate an underlying mental health issue, and the wellbeing review provides a channel for this conversation.
- Don’t try to fix people: Managers are paid to solve problems so they often struggle to know how to deal with issues that don’t need fixing. Express genuine empathy and ask how you can help. Don’t assume you know what someone needs from you – just ask the question and offer support.
- Lead by example: Be a role model for your team – self care is not self-indulgent, it’s self-preservation. Communicate the importance of looking after yourself and then demonstrate that you’re doing it so your team feels empowered to do the same.
- Ask direct questions: Don’t be afraid to be direct and ask how someone is feeling – it’s an important discussion to have. Be genuine and interested, giving them time to open up. Don’t always accept ‘I’m fine’ as a first response, especially if you suspect they’re not!
- Build your knowledge with training: Line managers are usually the first point of contact for employees so it’s important that they feel confident in their role. Effective training helps managers understand how to spot mental health issues, stay within the law and start difficult conversations. A Mental Health First Aid course is a great place to start.
For an in-depth look our latest research into employee mental health during Covid-19, download our Coping with Covid report. You can also download our quick-reference guide to the tips in this blog to share with your team:
