Mental health in the workplace: Whose responsibility is it really?

October is Mental Health Awareness Month – a time dedicated to breaking down the stigma around mental illness and creating more open, supportive conversations. Despite growing awareness, in many workplaces mental health still takes a back seat to business outcomes. Employees are often expected to “push through” stress, anxiety, or burnout, with the unspoken belief that mental health is a personal responsibility, separate from work. 

But the truth is: mental health is not just an individual concern – it is a shared responsibility. When mental health is neglected, everyone in the workplace feels the impact: productivity drops, absenteeism rises, trust erodes, and team morale suffers. So, how do we begin to shift from stigma to shared responsibility? 

The employee’s responsibility 

Employees do play an important role in managing their mental well-being: 

• Self-awareness: Recognising when something doesn’t feel right is the first step. Early signs may include persistent fatigue, irritability, difficulty concentrating, withdrawing from colleagues, or feeling overwhelmed by tasks that used to be manageable. 

• Healthy habits: Prioritising sleep, exercise, nutrition, and boundaries help to build resilience and reduce vulnerability to stress. 

• Seeking help: It’s important not to wait until a crisis hits. Employees can access Employee Assistance Programmes (EAPs), therapy, medical care, or wellness resources provided by the company. Asking for help is a strength, not a weakness. 

The role of colleagues 

Teams thrive when colleagues support one another – and that includes looking out for each other’s mental well-being. 

• Noticing changes: A colleague who is unusually quiet, withdrawn, or more irritable than normal may be struggling. 

• Offering compassion: A simple “Are you okay?” or “I’ve noticed you don’t seem yourself lately” can open the door to a conversation. 

• Respecting boundaries: Support does not mean solving someone’s problems but rather being empathetic and encouraging them to seek professional help when needed. 

Colleagues can play a key role in reducing stigma by fostering a culture where mental health is spoken about openly and without judgment. 

The team leader’s responsibility 

Leaders carry a significant responsibility in setting the tone for how mental health is perceived in the workplace. 

• Normalising the conversation: Leaders who talk openly about mental health send the message that it’s safe to do so. 

• Recognising warning signs: Burnout, declining performance, and absenteeism can be signals of underlying struggles. Leaders should be trained to spot these signs and know how to respond with care. 

• Creating safe spaces: Employees should feel comfortable raising concerns without fear of punishment or career setbacks. Psychological safety is a cornerstone of high-performing teams. 

• Encouraging balance: Leaders who respect work-life boundaries model the importance of well-being for their teams. 

The organisation’s responsibility 

An organisation’s culture and policies either support mental health or undermine it. Organisations must: 

• Provide resources: EAPs, wellness programmes, and access to professional support should be visible, accessible, and destigmatised. 

• Design healthy systems: Workload expectations, deadlines, and structures should not chronically push employees into burnout. 

• Train managers: Equipping leaders with the skills to support mental health is non-negotiable. 

• Commit to culture change: Mental health awareness campaigns should not be one-off events. Embedding well-being into values, leadership practices, and performance measures ensures sustainability. 

Moving from stigma to shared responsibility 

Mental health in the workplace is not about blaming employees, nor is it solely about organisations providing benefits. It’s about partnership. Employees, colleagues, leaders, and organisations all share responsibility for creating an environment where well-being is prioritised, and where seeking support is normalised. 

This Mental Health Awareness Month, let’s remind ourselves: we cannot separate mental health from performance. A workplace that values mental health is a workplace that thrives. 

When we share the responsibility for mental health, we create not just healthier employees, but stronger, more resilient organisations.