Mental Health Care in the Workplace


Proactively supporting the well-being of employees, coupled with providing support at times of distress, creates healthy and happy employees and in turn, better business. A number of provisions and care providers are exposing companies and their staff to new training initiatives and schemes to encourage a solution to any pre-existing or potential mental health issues within the workplace.

Work Well Being

Work Well Being has an effective and sustainable approach to mental health in the workplace has three main strands:

  • Encouraging the understanding of mental ill-health - Supporting businesses to recognise distress and illness and offer appropriate support.
  • Prevent distress - tackling the root cause of unnecessary distress in the workplace and fostering healthy workplace practices.
  • Promote flourishing - taking active steps not just to support employees to stay well. but to create a human centred culture which allows connection, learning and growth. 

Through training, one to ones and workshops, Work Well Being boast a broad range of key initiatives which can be found by clicking here.

RAND Europe

Public Health England have worked with RAND Europe to review health and well-being interventions available to employers in order to identify good practice. RAND provide in depth and intrusive analytical research in an attempt to affect and sculpt certain procedures to ensure they remain current and fit for purpose when implemented. These findings are key to ensure the modern-day battles and struggles that face employees are tackled head on with relevant care and support. 

  • The full RAND Europe report 'Promising practices for health and well-being at work' provides information, case studies and recommendations that can help businesses channel resources aimed at improving workplace health and well-being appropriately.
  • The findings address both commercial and non-profit providers in order to relate the results to as many businesses as possible.
  • The most promising practices identified were interventions related to mental health, sleep, menopause and musculoskeletal health.
  • Organisations collected a variety of data types to explore the impact of their interventions. Some collected data on direct changes to well-being while others focused more on confidence.
  • The result of these interventions made it clear that the increasing focus on a workplace well-being provision should not eradicate existing work place cultures, but instead to work alongside the existing positive structures in place.