The role of HR in supporting employee mental health
Employees are the fundamental backbone of their organisation and ensuring their wellbeing is integral to the business's success.
Human Resources departments play a crucial part in nurturing a supportive environment where employees feel valued and understood. This involves not only addressing any mental health concerns that may arise but also proactively creating a culture of openness and support.
What is HR?
The Human Resources department's history can be traced back to the late 19th and early 20th centuries, evolving from simple personnel management functions to a strategic role in business.
The first formalised HR departments emerged in the 1900s, initially focusing on issues like employee grievances and workplace safety. Over time, HR has expanded its responsibilities to include recruitment, training and employee relations, thus becoming a key strategic function for organisations.
A key modern-day responsibility of HR is to provide wellbeing resources and support systems for employees. This could include mental health workshops, access to counselling services, and creating policies that promote a healthy work-life balance. It is hoped that by offering these, it assists their employees to better manage stress and maintain their mental health.
How HR practices can positively impact staff wellbeing
HR should be involved in training managers and team leaders to recognise the signs of mental health issues and know how to approach these situations with sensitivity and care. This training can empower leaders to be more supportive and understanding, ultimately creating a healthier workplace culture.
It's also incredibly important for HR to ensure that there are clear and accessible communication channels for employees to voice their concerns. Whether it's through regular check-ins, anonymous surveys, or an open-door policy, making it easy for employees to reach out for help can make a significant difference.
Unleash compiled a list of global organisations with the best HR departments in 2025, many of which rank so highly because of their attention to staff wellbeing. Amongst those featured were Google, Microsoft, Adobe and Deloitte who all prioritise initiatives supporting staff work-life balance, flexible working options and mental health services and resources.
Multinational consumer packaged goods company Unilever created their Wellbeing Framework outlining steps to protect staff emotional, physical and mental health. They state: 'We promote a positive environment in our workplaces, to support people’s physical, mental, social and emotional wellbeing, as well as to helping them fulfil their individual purpose. By empowering our employees to be the best version of themselves, we help them, and our business, to thrive.'
By prioritising mental health in this way, HR departments can truly create an environment where employees feel able to perform at their best.
What can HR do to support staff wellbeing?
There are various things that HR teams can do to foster a healthier and more productive workplace and ensure that everyone has access to the resources they need.
These include:
Counselling services available to all employees - HR can facilitate access to therapists, counsellors and other mental health professionals.
Regular workshops and seminars focused on mental health awareness and stress management techniques - these sessions are designed to help better understand mental health issues and equip staff with practical tools to manage stress.
Flexible working arrangements to accommodate individual needs - whether it's adjusting hours or providing remote work options, reasonable adjustments can ensure everyone has the opportunity to maintain a healthy work-life balance.
Clear expectations for managers - including how to approach conversations about mental health and manage any performance issues related to staff wellbeing.
Peer support networks - encouraging employees to connect with colleagues who have undergone similar experiences. Networks like this provide a sense of community and understanding, allowing us to support each other in times of need.
Apps and tools - HR can provide access to apps and tools like HeadClear that promote mindfulness, stress management, and other aspects of mental wellbeing.
Support for return-to-work - HR can support employees returning to work after mental health leave, including providing guidance to managers on how to support them.
Employee surveys - HR can conduct anonymous surveys to gather feedback on mental health and wellbeing issues.
If organisations take advantage of these initiatives they can truly create a supportive and nurturing environment for all.