Marking World Mental Health Day: How Internal Comms can support employee wellbeing year-round

October 10th is World Mental Health Day and this year’s theme, rather appropriately, is “It is time to prioritise mental health in the workplace”. And, given all that is going on in the world, it really is!

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• An estimated 15% of UK workers have an existing mental health condition.
• There were 875,000 workers suffering with work-related stress, depression and anxiety on 2022/3.
• Mental health was the 5th most common reason for sickness absence in 2022.
• 2 million people are currently stuck on waiting lists for NHS mental health services.‍

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This annual day gives all businesses an opportunity to reflect on their role in promoting mental health and wellbeing within their organisations. While this day shines a global spotlight on mental health awareness, the responsibility to foster a mentally healthy workplace goes far beyond a single date on the calendar. For leaders and internal communications specialists, the challenge is not just to acknowledge World Mental Health Day but to weave mental health support into the fabric of everyday communication.

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So, how can senior leadership teams and internal comms people effectively mark this important day and continue to support employee mental health year-round? Here are a few Guru tips to consider.‍

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1. Raise awareness and encourage dialogue

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World Mental Health Day is the perfect opportunity to open up conversations about mental health. Start by creating content that informs employees about the importance of mental health and encourages them to talk openly about it.

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• Create a campaign: Consider launching a week-long mental health campaign that culminates on October 10th. Share articles, podcasts, and personal stories from employees and leadership to reduce stigma and normalise mental health discussions.
• Promote mental health resources: Many companies offer mental health benefits, but employees may not be fully aware of them. Use your communication channels to share the resources available, whether it’s counselling services, mental health apps, or stress management workshops.
• Highlight the theme: The theme for World Mental Health Day 2024 is "Mental health is a universal human right." Use this as a talking point to emphasize that mental health is for everyone and that your workplace is committed to supporting it.

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2. Host interactive events to foster connection‍

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If appropriate for your teams, create opportunities for employees to come together in ways that promote connection, mindfulness, and relaxation. Hosting interactive events, both virtually and in-person, helps employees feel engaged and supported.

• Host a mindfulness or wellness workshop: Bring in mental health professionals to lead a workshop on mindfulness, stress management, or work-life balance. Interactive sessions like these give employees practical tools they can apply daily. Or invite guest speakers or mental health advocates to talk about their personal journeys with mental health.
• Virtual coffee breaks: In a hybrid or remote environment, employees may feel isolated. Organise virtual coffee breaks or lunch sessions where teams can relax and talk about non-work topics.
• Encourage peer-to-peer recognition and appreciation: Recognising our peers for what they do as well as what they achieve can positively impact the mental health of all concerned. And that kind of recognition can be contagious, encouraging more and more of that feel-good buzz.

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3. Create a safe space for ongoing conversations‍

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Mental health support is not just about one day. It’s about fostering a workplace culture where employees feel safe discussing their struggles and where ongoing support is always available.

• Designate mental health champions: If possible, appoint mental health ambassadors or champions within the organisation. These are individuals who can provide peer support, raise awareness, and act as liaisons between employees and HR for mental health issues.
• Anonymous feedback channels: Set up anonymous channels where employees can share their thoughts and concerns about mental health in the workplace. Internal comms teams can analyse this feedback and work with HR to implement necessary changes.
• Regular mental health check-ins: Encourage managers to regularly check in with their teams—not just about their workload but about how they’re feeling. These conversations should be casual and non-pressured, allowing employees to express their needs.

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4. Use storytelling to humanise mental health‍

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Internal communications specialists are natural storytellers, and one of the most impactful ways to promote mental health is by sharing human stories from within the company. The written word on this can be powerful, but if it’s possible, use video to have an even greater impact.

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• Employee spotlights: Feature employees who are comfortable sharing their mental health journey. Highlight their challenges, how they’ve sought help, and what has made a difference in their well-being.
• Leadership voices: Have leadership openly discuss the importance of mental health. When leaders share their vulnerabilities and express support, it sends a powerful message that mental health is a priority at every level.
• Encourage user-generated content: Ask employees to submit stories, tips, or favourite self-care practices, and feature these on your intranet or internal newsletters. This peer-to-peer content reinforces community and shared experience.

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5. Support flexible and remote work options‍

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One of the key drivers of employee stress is the challenge of balancing work and personal life. Internal communications teams might not set company policies on flexible working, but they can advocate for flexible working arrangements and highlight the policies that exist that make employees’ lives easier.

• Promote flexible work policies: If your company offers flexible working hours or remote work options, communicate this clearly and promote the hell out of it! Make it known that management encourages employees to take the time they need to recharge.
• Encourage boundaries: Use internal comms to promote healthy boundaries, like discouraging emails after work hours or urging employees to take their full lunch break away from their desks.
• Normalise mental health days: Highlight policies that support taking mental health days. Encourage employees to use their leave for mental health, just as they would for physical health.

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6. Make mental health resources easily accessible‍

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Accessibility is crucial when it comes to mental health support. Internal comms teams can make it easy for employees to find and use the resources available to them.

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• Create a dedicated mental health page: Have a dedicated space on the company intranet where employees can access mental health resources, such as contact details for counselling services, articles, and self-help tools.
• Weekly reminders: Include mental health resources in weekly or monthly internal newsletters. Keep the conversation going by regularly reminding employees that these resources are available.
• Create a mental health toolkit: Develop a toolkit with actionable tips on managing stress, handling burnout, and maintaining work-life balance. Ensure this is downloadable and accessible to all employees.

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7. Measure impact and adjust strategies‍

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It’s important to assess how well your mental health initiatives are working. Internal comms teams should regularly gather feedback from employees to understand what’s effective and what could be improved.

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• Pulse surveys: Send out brief, anonymous surveys that gauge how employees are feeling mentally and emotionally. Ask about the effectiveness of communication around mental health and what additional support employees might need.
• Track engagement: Analyse the engagement levels with your mental health content, whether it’s through email open rates, participation in workshops, or feedback on initiatives. Use this data to refine future strategies.
• Celebrate progress: When you see improvements in employee wellbeing or engagement with mental health initiatives, celebrate them! Share success stories, thank employees for their participation, and highlight how the company’s culture is shifting towards greater mental wellness.

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8. Lead with empathy year-round‍

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Ultimately, World Mental Health Day is a great starting point, but ongoing mental health support requires empathy and consistency throughout the year. Internal communications teams are in a unique position to shape this culture of care.

• Keep the conversation going: Don’t let mental health awareness end on October 10th. Integrate it into everyday communications, whether it’s through newsletters, team meetings, or internal campaigns.
• Be a champion for mental health: Advocate for mental health in all aspects of communication. Encourage leaders to prioritise it, work with HR to implement support systems, and ensure employees feel heard and valued.
• Lead with compassion: Above all, approach mental health with empathy. Understand that each employee’s experience is different, and communicate in ways that are inclusive, supportive, and respectful of their needs.

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Conclusion: Mental health is a year-round commitment

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As we approach World Mental Health Day, leaders and internal comms specialists have an opportunity to not only mark the day but to champion mental health every day. Through thoughtful communication, awareness campaigns, and a consistent commitment to employee wellbeing, internal comms can play a crucial role in fostering a mentally healthy workplace. By doing so, you’ll create a more engaged, productive, and resilient workforce —one that feels supported not just on October 10th, but all year round.

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More info & resources for World Mental Health Day 2024:

World Mental Health Day Official Site

Mental Health Foundation

Mental Health UK

Mind UK

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Read more from the Gurus:

How to support neurodiversity in our organisations

Loneliness in our workforces (and what to do about it)

Mental Resilience

Employee burnout – the causes, effects, and solutions

Psychological safety in the workplace

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