Supporting your team

Mind has produced a great range of resources to help you support your team:

Mind: Useful resources for taking care of your staff >

The Mental Health at Work website also provides resources, toolkits and more:

Mental Health at Work >

Protecting your staff from discrimination

Mind has produced this guide with legal information about mental health disability discrimination at work: 

Mind: Discrimination at work >


Since the Equality Act 2010 came into force, it is unlawful for employers to ask questions about health during recruitment.

It is up to the candidate whether they wish to disclose their mental health problem or not. An employer has a duty to ensure that if the candidate does disclose, they are not discriminated against and are treated fairly.

CIPD make some recommendations for employers: 

  • Distinguish carefully between essential and desirable requirements for the job to allow for flexibility in making adjustments.
  • Communicate your commitment to equal opportunities and how your organisation values staff mental health. 
  • State that reasonable adjustments are available
  • Any information on health or disabilities should be kept separate from the job application form

Find out more about CIPD's recommendations >

Reasonable adjustments

The Equality Act 2010 also puts employers under a legal obligation to make reasonable adjustments for people with disabilities.

A few examples of changes that might help someone with a mental health condition:

  • Extending flexible working policies to allow commuting outside of rush hours
  • Allowing staff to take time off work for appointments
  • Making changes to their working area
  • Allowing staff to work at home on occasion if this is helpful 
  • Temporarily re-allocating tasks they find stressful and difficult

The Equality and Human Rights Commission have useful guidance on workplace adjustments.


Training your staff on mental health is important to promote mental wellbeing, raise awareness and reduce the stigma surrounding mental health. 

It’s critical that all of your line managers feel confident having a conversation about mental health with their line reports. Increasing their capability to spot signs and symptoms in their team, and feel confident in discussing this with those who are struggling will help stop problems before they become more challenging.

Mind has fantastic training courses for managers:

Mind: Training and consultancy

If you sign the Time to Change Employer Pledge, you also get access to our training for Workplace Champions.

Need to make a business case to your senior leaders and budget holders?

We've put together a document to help you get sign-off to deliver mental health training to staff: Business case for training

Stories from people with lived experience

Many of our personal stories include experiences of people disclosing their mental illness diagnosis at work. Some stories have positive experiences, and show great examples of how support and adjustments in the workplace can keep staff successfully in work and help them recover. Others show how a lack of support can have an impact on themselves and other staff members.

Reading these stories can give a good insight into the actions and interventions that work well to support staff, and the areas that may need to be improved in an organisation.

Read personal stories >