Workplace mental health refers to how psychological wellbeing affects people at work and how organisations respond when mental health concerns arise.
For employers, mental health is not only a personal issue for individuals. It is also an organisational responsibility that sits alongside duty of care, psychological safety, and effective people management. Knowing how to support mental health appropriately, and where the boundaries lie, is increasingly important for employers of all sizes.
This section brings together Mynurva’s guidance on workplace mental health, written specifically for employers, HR leaders, and managers who are responsible for making informed and proportionate decisions.
Workplace mental health in an employer context
In a workplace context, mental health relates to an individual’s ability to function safely and effectively at work, manage demands, and engage with colleagues and responsibilities.
Employees may experience a wide range of mental health difficulties, from short-term stress or anxiety to more persistent or complex conditions. Not all distress requires professional intervention, but mental health becomes a workplace issue when it affects performance, attendance, decision-making, relationships, or safety.
For employers, the focus is not on diagnosis, but on impact and responsibility. Understanding when mental health concerns require organisational response is key to managing risk appropriately.
Different workplace situations require different levels of mental health support
One of the challenges organisations face is knowing how much support is appropriate in different circumstances.
Some situations can be managed through supportive conversations, reasonable adjustments, and good line management. Others require escalation to professional mental health support to ensure individuals receive appropriate care and that managers are not placed in unsafe or unrealistic positions.
There are also cases where organisations act with good intentions but rely on approaches that are not designed to address mental health effectively, increasing risk despite effort.
Clear differentiation between these situations is essential.
Explore our guidance on workplace mental health
The pages below address different aspects of workplace mental health, depending on the questions employers are facing and the decisions they need to make.
Supporting employee mental health at work
This page focuses on the employer’s role in supporting mental health at work. It explores responsibility, boundaries, the role of line managers, and how to respond to mental health concerns without over-medicalising normal distress.
Primary focus: employer responsibility and appropriate support.
When mental health support needs to escalate at work
This page addresses situations where informal or managerial support is no longer sufficient. It helps employers recognise when professional mental health support should be introduced and how escalation fits within organisational responsibility.
Primary focus: escalation and decision-making.
Common mistakes in workplace mental health support
This page examines where well-intentioned mental health support often falls short. It highlights common organisational mistakes and how employers can avoid avoidable risk by taking a more structured approach.
Primary focus: learning from experience and improving responses.
How Mynurva approaches workplace mental health
Mynurva works with organisations that want to support employee mental health responsibly and effectively.
Our approach is clinically grounded and focused on helping employers manage mental health in a way that is proportionate, ethical, and aligned with workplace realities. We support organisations to set clear boundaries, protect managers, and ensure employees can access appropriate professional support when needed.
We do not treat workplace mental health as a trend or a one-size-fits-all solution. We treat it as a complex area that requires informed judgement and structured support.
Choosing the right place to start with workplace mental health support
If you are clarifying your organisation’s role and responsibilities, begin with guidance on supporting employee mental health at work.
If you are unsure whether existing support is enough, explore guidance on when mental health support needs to escalate.
If you feel your current approach is not working as intended, reviewing common mistakes can help identify what to do differently.
What this means for employers
Effective workplace mental health support begins with clarity. Employers who understand their responsibilities, limits, and options are better placed to support their workforce while managing risk appropriately.
Having access to the right guidance and professional support makes informed decision-making possible.
A considered next step
If workplace mental health is an active concern for your organisation, a considered conversation can help clarify responsibilities and appropriate support options.
Understanding the context and the level of need is often the first step in responding well.