World Mental Health Day is always an opportunity for organisations to show they genuinely care about their people, but supporting employee wellbeing requires year-round commitment. This year’s theme highlighted the importance of listening to people with lived experiences of mental health conditions, helping to build understanding and reduce stigma in the workplace. By creating an environment where employees feel safe to speak openly and know where to find support, businesses can make a real difference to their wellbeing. St John Ambulance trainer Annick Bessawa shares six practical ways employers can acknowledge what we learn on World Mental Health Day and create a more supportive workplace throughout the year.
- Should employers try to get everyone involved, or is it better to give people the option to not participate?
Creating a positive wellbeing culture is a shared responsibility between employers and employees, so employers should offer opportunities for everyone to participate in Mental Health Day. However, participation should remain voluntary. Mental health is personal, and some employees may not feel comfortable sharing their experiences or taking part in certain activities. The key is to offer a variety of inclusive, accessible activities that appeal to different personalities, generations, cultures, and comfort levels. This approach helps foster genuine involvement, promotes psychological safety, and reinforces the message that mental wellbeing matters to everyone.
- What’s an activity you’d recommend that gets people talking and taking part? How do you encourage those who seem less willing to take part in such activities?
I have found that small-group creative activities work particularly well because they are interactive, hands-on and encourage teamwork. Individuals often feel more comfortable sharing their thoughts in smaller groups than in larger forums, which can lead to more open and meaningful conversations. Introducing a fun challenge or friendly competition with a reward can also increase engagement, as people are naturally motivated to work together and contribute when they share a goal.
- If a company has a very limited budget, what would you suggest they do?
A limited budget should not prevent an organisation from recognising Mental Health Day. Some of the most impactful activities cost little or nothing. Focus on creating opportunities for connection, conversation, and awareness rather than spending money.
The World Health Organisation provides a range of free resources, including fact sheets and video testimonials from people with lived experience (PWLE) of mental health conditions. With manager support, teams could watch a short video and then work together to create a poster that captures what it might be like to live with a particular mental health condition. Alternatively, teams could choose a fact sheet on a specific mental health condition and prepare a short presentation covering what the condition is, its common causes, available treatments, and practical ways to support those living with it.
- What’s an activity that employees might not immediately associate with mental health but can have a real wellbeing benefit?
One often-overlooked activity is encouraging employees to take their lunch away from their desks or go for a walk. While it may seem like a simple habit, stepping away from work for a period can provide a valuable mental reset, reduce stress, and help employees return to their tasks feeling more refreshed and focused. Organisations can support this by encouraging team lunches, creating welcoming communal spaces or introducing occasional “screen-free lunches” where employees are encouraged to switch off from emails, meetings and work-related conversations. Similarly, lunchtime walking groups can offer fresh air, gentle exercise, and informal interaction. These simple activities require little or no budget, yet they can significantly impact wellbeing. By creating opportunities for employees to disconnect from work pressures, connect with colleagues, and recharge during the day, organisations can boost morale, strengthen workplace relationships, and foster a greater sense of community and belonging.
- What should a workplace do when someone discloses that they’re struggling?
If an employee discloses that they are struggling, the most important thing is to listen with empathy, without judgement, and give them the space to speak openly. Creating a safe and supportive space can help the person feel heard, valued, and reassured that their concerns are being taken seriously.
While managers and colleagues are not expected to act as mental health professionals, they should acknowledge the individual’s experience, thank them for speaking up, and avoid minimising or dismissing their concerns. It is also essential to maintain confidentiality and, where appropriate, signpost the employee to relevant sources of support, such as Employee Assistance Programmes (EAPs), occupational health services, mental health first aiders, or external professional services.
- How can businesses make sure the benefits of Mental Health Day continue after 10 October?
Mental Health Day should be seen as a catalyst for ongoing action, not a one-off event. To create lasting impact, organisations need to embed mental health and wellbeing into everyday culture. This includes encouraging regular conversations about mental health, training managers and mental health first aiders to recognise and respond to wellbeing concerns, promoting available support services, and fostering an environment where employees feel safe seeking help
Practical year-round actions could include regular wellbeing check-ins, lunchtime wellbeing walks, mental health awareness campaigns, manager training, peer support networks, and periodic wellbeing surveys to understand employee needs. Organisations can also share mental health resources throughout the year, encourage employees to take regular breaks and annual leave, and incorporate wellbeing discussions into team meetings and one-to-one conversations. Most importantly, employers should listen to employee feedback and act on it. When wellbeing initiatives are visible, consistent, and supported by leadership, employees are more likely to feel valued and supported. This helps reduce stigma, build trust, and create a workplace culture where mental health is prioritised every day, not just on Mental Health Day.
Annick Bessawa is an expert in mental health training and support with St John Ambulance
October 12, 2026
How to apply the lessons of World Mental Health Day every day in the office
by Annick Bessawa • Comment, Wellbeing
Creating a positive wellbeing culture is a shared responsibility between employers and employees, so employers should offer opportunities for everyone to participate in Mental Health Day. However, participation should remain voluntary. Mental health is personal, and some employees may not feel comfortable sharing their experiences or taking part in certain activities. The key is to offer a variety of inclusive, accessible activities that appeal to different personalities, generations, cultures, and comfort levels. This approach helps foster genuine involvement, promotes psychological safety, and reinforces the message that mental wellbeing matters to everyone.
I have found that small-group creative activities work particularly well because they are interactive, hands-on and encourage teamwork. Individuals often feel more comfortable sharing their thoughts in smaller groups than in larger forums, which can lead to more open and meaningful conversations. Introducing a fun challenge or friendly competition with a reward can also increase engagement, as people are naturally motivated to work together and contribute when they share a goal.
A limited budget should not prevent an organisation from recognising Mental Health Day. Some of the most impactful activities cost little or nothing. Focus on creating opportunities for connection, conversation, and awareness rather than spending money.
The World Health Organisation provides a range of free resources, including fact sheets and video testimonials from people with lived experience (PWLE) of mental health conditions. With manager support, teams could watch a short video and then work together to create a poster that captures what it might be like to live with a particular mental health condition. Alternatively, teams could choose a fact sheet on a specific mental health condition and prepare a short presentation covering what the condition is, its common causes, available treatments, and practical ways to support those living with it.
One often-overlooked activity is encouraging employees to take their lunch away from their desks or go for a walk. While it may seem like a simple habit, stepping away from work for a period can provide a valuable mental reset, reduce stress, and help employees return to their tasks feeling more refreshed and focused. Organisations can support this by encouraging team lunches, creating welcoming communal spaces or introducing occasional “screen-free lunches” where employees are encouraged to switch off from emails, meetings and work-related conversations. Similarly, lunchtime walking groups can offer fresh air, gentle exercise, and informal interaction. These simple activities require little or no budget, yet they can significantly impact wellbeing. By creating opportunities for employees to disconnect from work pressures, connect with colleagues, and recharge during the day, organisations can boost morale, strengthen workplace relationships, and foster a greater sense of community and belonging.
If an employee discloses that they are struggling, the most important thing is to listen with empathy, without judgement, and give them the space to speak openly. Creating a safe and supportive space can help the person feel heard, valued, and reassured that their concerns are being taken seriously.
While managers and colleagues are not expected to act as mental health professionals, they should acknowledge the individual’s experience, thank them for speaking up, and avoid minimising or dismissing their concerns. It is also essential to maintain confidentiality and, where appropriate, signpost the employee to relevant sources of support, such as Employee Assistance Programmes (EAPs), occupational health services, mental health first aiders, or external professional services.
Mental Health Day should be seen as a catalyst for ongoing action, not a one-off event. To create lasting impact, organisations need to embed mental health and wellbeing into everyday culture. This includes encouraging regular conversations about mental health, training managers and mental health first aiders to recognise and respond to wellbeing concerns, promoting available support services, and fostering an environment where employees feel safe seeking help
Practical year-round actions could include regular wellbeing check-ins, lunchtime wellbeing walks, mental health awareness campaigns, manager training, peer support networks, and periodic wellbeing surveys to understand employee needs. Organisations can also share mental health resources throughout the year, encourage employees to take regular breaks and annual leave, and incorporate wellbeing discussions into team meetings and one-to-one conversations. Most importantly, employers should listen to employee feedback and act on it. When wellbeing initiatives are visible, consistent, and supported by leadership, employees are more likely to feel valued and supported. This helps reduce stigma, build trust, and create a workplace culture where mental health is prioritised every day, not just on Mental Health Day.
Annick Bessawa is an expert in mental health training and support with St John Ambulance