Three out of four (74%) say their career is impacted by mental wellbeing.

Yet, over a third (32%) do not expect any mental health support at work, according to new research from Unmind.

Over half of respondents (51%) said that mental wellbeing culture impacts their decision to join or stay with a company.

Three in five (59%) say they find it hard to fit mental health and self-care practises into their day – with almost two fifths (37%) noting a lack of time as the reason behind this

Two in five (40%) opened up about finding mental health and wellbeing confusing, particularly those between 18 and 34 of age (52% of respondents in this age bracket).


Support within the workplace

Approximately 64 percent of those surveyed feel they’re responsible for supporting their colleagues’ mental wellbeing at work, but only around half (55%) feel confident to do so.

Lack of sleep, work related stress and anxiety were cited as the top three blockers to better managing mental health.

For those wanting to better take the reins of their mental health (79%), smart devices and wearables such as the Fitbit or Apple Watch are the most popular support tool being used (42%), ahead of more traditional methods such as books, videos and courses.


What can HR do? 

Helping staff to nurture and protect their mental health is as much about the organisation as it is the individual: learning about mental health is proven to improve your wellbeing.

By boosting everyone’s mental health and wellbeing understanding, at the same time, you equip staff at every level with the skills needed to support their colleagues’ mental health, as well as their own.

Speaking on this research, Dr Sofia Gerbase, Clinical Psychologist at Unmind said: “Wellbeing can be cultivated and nurtured on both an individual and organisational level and businesses, particularly leaders, have a responsibility in setting the tone to drive a mentally healthy culture. Once organisations prioritise mental health – focusing on work systems, structures, and staff through a top-down, whole-organisation approach – real change can happen. A viable, comprehensive wellbeing strategy that includes proactive and preventative whole-person support and takes a whole-organisation approach is an important part of this.

“To deliver change in their working environments, organisations can start by upskilling their team leaders through evidence-based, wellbeing-centred interventions. For example, training can help leaders to better understand and support employees who are experiencing stress and anxiety. Leaders can also learn the importance of normalising conversations around mental health and wellbeing in the workplace and how to role model healthy behaviours.”








Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.