How to create supportive working environments where people can thrive.
Mental health has become an increasingly important part of conversations in workplaces. From wellbeing initiatives and employee assistance programmes to mental health training and more open discussions about stress, anxiety and burnout, organisations are finding different ways to support their people.
It’s an encouraging development, reflecting a growing understanding that mental health is part of our everyday lives, including our working lives.
And as our understanding of mental health continues to evolve, so does our understanding of what contributes to a mentally healthy workplace.
Because creating an environment where people feel supported, valued and able to thrive involves many different things. Some are connected to how work is organised, others to workplace relationships, leadership, access to support and the knowledge and confidence people have to help one another.
So, what does the research tell us about the things that make a difference? And how can organisations put that knowledge into practice?
Understanding Mental Health in the Workplace
Mental health is influenced by many factors, both inside and outside the workplace. Our personal circumstances, relationships, physical health and life experiences all contribute to how we feel and function.
Our working environment is another important part of that picture.
According to Safe Work Australia (2026), serious workers’ compensation claims involving mental health conditions increased by 169.4% over the decade from 2014–15 to 2024–25, reaching approximately 17,900 claims.
The same report identified several common factors associated with serious claims attributed to mental stress in 2024–25:
- 31.6% involved work-related harassment or workplace bullying.
- 26.5% involved work pressure.
- 17.7% involved exposure to violence and harassment.
These figures provide insight into some of the workplace experiences associated with psychological injury. They also remind us that mental health at work is influenced by more than any single factor.
It’s important to recognise that workers’ compensation statistics capture only a particular part of the broader mental health picture. They don’t represent everyone experiencing mental health difficulties, nor do they tell us whether individual workplace wellbeing initiatives are effective.
What they do offer is another reason to keep learning about the relationship between working conditions, psychological health and the support available to employees.
What Contributes to a Mentally Healthy Workplace?
The World Health Organization (2022) recognises that supporting mental health at work involves a combination of approaches, including organisational interventions, manager training, worker training and individual support.
This reflects something important: there isn’t one single programme or initiative that creates a mentally healthy workplace.
Instead, it’s often the combination of different approaches that makes a meaningful difference.
For example, organisations may support mental health by considering how workloads are managed, encouraging respectful communication, developing supportive leadership practices and ensuring employees know where to access help when they need it.
Wellbeing initiatives, mental health awareness activities and opportunities to learn about managing stress can also contribute to this environment.
Each approach serves a different purpose, and together they can help create a workplace where mental health is understood and supported.
The Importance of Mental Health Knowledge and Confidence
One of the interesting aspects of workplace mental health is how often opportunities to support someone arise through ordinary interactions.
A colleague might mention that they’re having difficulty sleeping. A manager may notice that someone who is usually engaged has become quieter or withdrawn. An employee might share that they’re finding things difficult outside work.
Sometimes what matters most is having someone who is willing to listen, show genuine interest and help the person explore what support might be available.
Of course, knowing how to approach these conversations isn’t always straightforward.
People may wonder what to say, how much to ask, whether they might make someone uncomfortable or where the boundaries of their role begin and end.
Research suggests that developing mental health knowledge and skills can make a difference.
A systematic review and meta-analysis by Gayed et al. (2018), examining ten controlled trials, found that workplace mental health training for managers was associated with improvements in mental health knowledge, attitudes and self-reported supportive behaviours towards employees experiencing mental health difficulties.
The review also identified limitations in the evidence regarding improvements in employees’ psychological symptoms, highlighting the importance of continued research.
These findings suggest that training can help people develop greater understanding and more supportive responses, while also recognising that training is one part of a broader approach to workplace mental health.
Mental Health First Aid training is one way organisations can help employees and managers develop practical skills to recognise and respond to mental health problems and crises.
Much like physical first aid, the purpose isn’t to diagnose or provide treatment. It’s to offer initial assistance and help someone access further support when needed.
Five Ways to Create a Mentally Healthy Workplace
Creating a mentally healthy workplace is an ongoing process, and often it’s the everyday practices, conversations and decisions that make a meaningful difference.
Here are five ways organisations can continue building environments that support mental health and wellbeing.
﹅ 1: Make Mental Health Part of Everyday Conversations
Mental health conversations don’t need to be reserved for awareness days or formal wellbeing initiatives.
Creating opportunities for people to check in with one another, share how they’re going and discuss challenges can help make mental health a more natural part of workplace life.
This might be as simple as managers taking time to genuinely ask how someone is doing and being prepared to listen to the answer.
﹅ 2: Consider How Work Is Experienced
The way work is organised can influence psychological health.
Regularly reviewing workloads, expectations, communication and the resources available to employees can help organisations better understand people’s experiences at work.
Inviting employees to share their perspectives can also provide valuable insights into what’s working well and where adjustments might be helpful.
﹅ 3: Build Confidence in Supporting Others
Many people want to help when someone is experiencing mental health difficulties but aren’t always sure what to say or do.
Providing opportunities to develop mental health knowledge and practical skills can help employees and managers feel more confident recognising signs of difficulties, having supportive conversations and encouraging appropriate help.
Mental Health First Aid training is one way to develop these capabilities.
﹅ 4: Make Support Easy to Find and Access
Knowing that support exists is valuable. Knowing how to access it when needed is equally important.
Organisations can help by communicating clearly about available resources, including employee assistance programmes, professional mental health services and internal support pathways.
It’s also worth considering whether employees feel comfortable accessing these services and whether there are any barriers that could make seeking support more difficult.
﹅ 5: Keep Learning and Involving Your People
Every workplace is different, and people’s needs can change over time.
Inviting feedback, listening to employees’ experiences and regularly reviewing wellbeing initiatives can help organisations understand what’s making a difference.
Creating a mentally healthy workplace isn’t about having everything figured out. It’s about remaining curious, responsive and committed to learning along the way.
Creating a Culture of Understanding and Support
A mentally healthy workplace isn’t necessarily one where nobody experiences stress, anxiety or mental health difficulties.
People bring their whole lives to work, including the challenges, changes and experiences that are part of being human.
What matters is how workplaces create conditions that support psychological health, how people relate to one another and what happens when someone needs additional support.
Perhaps creating a mentally healthy workplace isn’t about finding one perfect initiative, but about understanding the many things that contribute to how people experience their working lives.
As our knowledge continues to grow, so do the opportunities to build workplaces where people feel understood, supported and able to contribute in meaningful ways.
Supporting Mental Health in Your Organisation
At InteMind Institute, we believe that developing mental health knowledge and practical skills is an important part of supporting people in our workplaces and communities.
Our Mental Health First Aid training provides participants with the knowledge and skills to recognise and respond to mental health problems and crises, while understanding the importance of appropriate professional support.
Explore Mental Health First Aid Training at InteMind Institute.
References
Gayed, A., Milligan-Saville, J. S., Nicholas, J., Bryan, B. T., LaMontagne, A. D., Milner, A., Madan, I., Calvo, R. A., Christensen, H., Mykletun, A., Glozier, N., & Harvey, S. B. (2018). Effectiveness of training workplace managers to understand and support the mental health needs of employees: A systematic review and meta-analysis.
Occupational and Environmental Medicine, 75(6), 462–470. https://doi.org/10.1136/oemed-2017-104789
Safe Work Australia. (2026). Key work health and safety statistics Australia 2026.
https://data.safeworkaustralia.gov.au/reports/key-whs-statistics-australia/latest-release
World Health Organization. (2022). WHO guidelines on mental health at work.
https://www.who.int/publications/i/item/9789240053052