Mental Health at Work: Recognising Early Warning Signs
Work plays a major role in our lives. It can provide purpose, connection, and achievement, but it can also be a source of pressure and stress. Recognising the early warning signs of mental health challenges in the workplace is essential for creating a safe, supportive, and productive environment.
With initiatives like Mental Health Awareness Week shining a spotlight on wellbeing each year, organisations have a valuable opportunity to strengthen their commitment to mental health and safety at work.
Why Mental Health Is a Workplace Health & Safety Issue
In 2024–25, an estimated 964,000 workers were affected by stress, depression, anxiety, or other mental health conditions. This resulted in 22.1 million lost working days. You can learn more about these statistics and how to combat them in the workplace via the Working Minds Campaign here.
Mental health is just as important as physical health. Poor mental wellbeing can affect:
- Concentration and decision-making
- Productivity and performance
- Relationships with colleagues
- Attendance and punctuality
- Overall safety at work
In safety-critical industries especially, mental fatigue, stress, or emotional distress can increase the risk of accidents and errors. That’s why mental health should be embedded within workplace health and safety policies and not treated as a separate issue.
Common Early Warning Signs to Look Out For
Early warning signs of mental health difficulties at work are often gradual and easy to overlook, especially in busy environments. The key is to notice changes from a person’s usual behaviour, particularly when those changes persist over time. Some early signs to look out for are:
1. Changes in Behaviour
2. Changes in Performance
3. Physical Signs
4. Emotional Indicators
5. Attendance and Timekeeping Patterns
6. Risk-Taking or Safety Concerns
These signs do not automatically mean someone is experiencing a mental health condition, but they are signals that a conversation may be needed. Everyone has off days. The key concerns are persistent changes, clusters of warning signs, behaviour that is out of character, or gradual deterioration over weeks or months. Managers should focus on observable behaviours, not assumptions about causes.
Early, supportive conversations can prevent escalation. Approach it gently, describe what you’ve noticed, be sure to listen without interrupting or judging, and discuss possible adjustments if appropriate Remember: the goal is support, not solving everything in one conversation.
Creating a Supportive Workplace Culture
A proactive approach is far more effective than reacting to crisis situations. Employers and managers can:
✔ Encourage Open Conversations
Normalise discussions about mental health. When leaders speak openly about wellbeing, it reduces stigma.
✔ Train Managers
Provide mental health awareness training so managers feel confident spotting early signs and starting supportive conversations.
✔ Review Workloads
Excessive demands, unrealistic deadlines, and lack of control are key stressors. Regularly review workloads and expectations.
✔ Offer Support Pathways
Make employees aware of Employee Assistance Programmes (EAPs), occupational health services, mental health first aiders, and provide flexible working options where possible.
Embedding Mental Health into Risk Assessments
Just as physical hazards are assessed, psychosocial risks should also be reviewed. Consider:
- Job demands
- Level of control employees have
- Role clarity
- Workplace relationships
- Organisational change processes
Regular wellbeing surveys and open feedback channels can help identify risks early.
Supporting Mental Health in the Workplace
Mental Health Awareness Week takes place from 11th – 17th May 2026. Each year, this week focuses on a different topic, like anxiety, loneliness, or community, to help start conversations and inspire action across the country.
Organisations can use this week to hold wellbeing workshops, share helpful educational materials, promote support services available inside the company, encourage team members to check in with each other, and review existing mental health policies.
However, real progress should go beyond just one week. Awareness events work best when they are part of a long-term plan to support mental health. By encouraging open talks, reducing stigma, and making mental health a regular part of health and safety efforts, organisations can better protect their employees and improve overall performance.
Related E-Learning Courses:
About Us
Westminster Compliance was established to provide a more personal, proactive health and safety consultancy that would keep businesses working and compliant with ever-changing legislation.
Our presentations and training are interesting and fun because we want our clients to buy into health and safety, and definitely not to see it as a boring, unnecessary nuisance. We know that our best service is provided to small and medium sized organisations and have developed a system that works in most industries.
We stick with straightforward language, keeping away from jargon, and do not make ridiculous promises. Most importantly, we realise that we are working with human beings.
