How to talk about mental health at work with your employer

Talking about your mental health at work can feel daunting, whether because you’re worried about saying too much, being treated differently or simply not knowing how to start the conversation. However, if your mental health is affecting your working day, speaking to your employer can open the door to support that makes things more manageable.

Fortunately, our understanding and acceptance of discussions around mental health are growing, with 69% of UK workers reporting that their line manager was approachable on issues such as mental health in 2025. You don't necessarily need to share every detail, either. The conversation can focus on what you're experiencing at work, what you need and what could help.

So if you're wondering how to talk about mental health at work, this guide will help you prepare, understand some of the support that may be available such as employee assistance programmes, and take the conversation at your own pace.

Do you have to tell your employer about your mental health?

In most circumstances, you don't have to tell your employer everything about your mental health. Whether you choose to talk about it is a personal decision. You may decide that your mental health isn't affecting your work and you'd rather keep it private, or you might reach a point where some support or a change at work would make a real difference.

If you do decide to speak up, think about what your employer actually needs to know. You could explain that you're dealing with a mental health problem without going into personal details that you feel uncomfortable sharing. You can also bring the conversation back to work by explaining how you're being affected. Perhaps you're finding it harder to concentrate, certain situations are becoming overwhelming or your energy levels are making your usual schedule difficult.

The good news is that Mental Health First Aid Training is becoming more and more commonplace thanks to Employee Assistance Programmes like the one offered by BHN Extras. That means there’s a chance your manager is already equipped to at least help you begin these kinds of difficult conversations. And if not, your HR point of call certainly will be.

How to talk about mental health at work: preparation and first steps

There's no perfect script for how to talk about mental health at work. However, going into the conversation with an idea of what you want to say can make it feel less intimidating.

Beforehand, jot down the main things you'd like your employer to understand. This doesn't need to become a detailed account of everything you're experiencing. Think about what's relevant to work and what you'd like to happen next.

It may help to cover:

• What you're finding difficult at the moment
• Whether work is contributing to the problem
• How your mental health is affecting your role
• Any particular situations or tasks you're struggling with
• What changes or support might help

Choose someone you feel comfortable speaking to. That might be your line manager, but it could also be HR or somebody else your employer identifies as a point of contact for wellbeing. You can also ask for the conversation to happen somewhere private and at a time when neither of you is likely to be rushed.

Most importantly, don't feel pressured to explain everything at once. Mental health can be difficult to put into words, and it’s fine to say if you're finding the conversation difficult or that there are things you'd rather keep private.

Be clear about what you need from the conversation

Sometimes the hardest part of navigating how to talk about mental health at work isn't telling somebody you're struggling, but explaining what they can do to help. This can be especially tricky if your work is part of the issue... but if that’s the case, you aren’t alone. In fact, according to recent research, 60% of employees said their work had a significant impact on their mental health.

Whatever challenge you’re facing, you don't need to have every answer ready. Your manager may be able to suggest options you hadn't considered, particularly if your organisation has occupational health, wellbeing services or an employee assistance programme that includes counselling.

It can still help to think beforehand about what would make work more manageable. For one person, that might mean more regular catch-ups while they're going through a difficult period. For somebody else, adjusting their hours, temporarily reviewing workloads or having greater flexibility around medical appointments might help.

Possible mental health adjustments can include flexible hours, more frequent breaks, changes to responsibilities, regular check-ins and phased returns among possible mental health adjustments. Exactly what's appropriate will depend on the individual and their role. Just try to make the discussion collaborative. You know what you're experiencing, while your employer understands what can realistically be changed within your workplace. The aim is to find something that works for both sides.

Understand your rights around mental health at work

Mental health problems can, in some circumstances, be considered a disability under the Equality Act 2010. Where an employee is disabled under the act, employers have a legal duty to make reasonable adjustments to prevent them being placed at a substantial disadvantage.

That doesn't mean every mental health problem will meet the legal definition of disability, or that every requested adjustment must automatically be agreed. However, Acas recommends that employers take mental health problems seriously even where they are not considered a disability, and explore whether practical adjustments could still help.

If you're unsure about your rights or how your employer is handling the situation, Acas provides free information on mental health, reasonable adjustments, discrimination and workplace problems.

What if you need some time away from work?

Sometimes continuing as normal isn't realistic. If your health means you need to take sick leave, mental health should be treated as a genuine health issue in the same way a physical illness would be.

For absences of seven calendar days or less, employees can generally self-certify. If you're off for longer, you may need a fit note from an appropriate healthcare professional. A fit note can state that you're not fit for work or that you "may be fit for work" with appropriate support. The latter can help start a conversation about changes that could allow you to remain at work or return safely.

If you've already been away from work, you don't necessarily need to jump straight back into exactly the same routine. Depending on your circumstances, a phased return or temporary workplace adjustments could be worth discussing.

Find out whether your workplace offers EAP counselling

Your employer may already have confidential support available that you haven't used before. An employee assistance programme, or EAP, is an employee benefit designed to give people access to support when they're dealing with personal or work-related difficulties. Depending on your employer's programme, EAP counselling can give you somewhere to talk through what you're experiencing without the conversation beginning with your manager.

Through the BHN Extras Employee Assistance Programme, for example, employees can gain access to confidential in-the-moment support 24 hours a day, 365 days a year, alongside the Wisdom mental health and wellbeing app. If you're not sure whether you have access to an EAP, check your employee benefits platform, intranet or staff handbook, or ask HR what mental health support is included in your benefits.

Using an EAP doesn't have to replace a conversation with your employer. The two can work alongside each other. Employee assistance programme counselling may help you work through what you're feeling, while a workplace conversation can address anything that needs to change in your day-to-day role.

H2: What if the first conversation doesn't go well?

Sometimes you can go into a conversation feeling prepared and still come away thinking you weren't quite understood. If that happens, it doesn't mean you've said the wrong thing or that the discussion has reached a dead end.

Give yourself a little time to think about what you wanted your employer to understand, then decide whether another conversation would help. You might find it easier to explain things in writing first, especially if there are parts of the situation you struggle to put into words.

It can also help to leave the next conversation with something concrete agreed. That might simply be a follow-up date, confirmation of who will look into your concerns or a clearer idea of what happens next. Having that clarity can make the situation feel less uncertain and give both you and your employer something to work from.

You don't need to get everything across perfectly in one conversation. Sometimes it takes a little time to find the right words and work out what support would genuinely help.

You don't have to manage everything alone

Knowing how to talk about mental health at work doesn't suddenly make the conversation easy. You may still feel nervous, need time to work out what you want to say or decide that writing something down first feels easier than starting face to face.

What matters is finding a way to ask for the support you need. Your workplace may have more options available than you realise, whether that's a small change to the way you work, access to occupational health or support through an employee assistance programme.

You don't need to have the perfect words or know exactly what support you need before you speak up. Starting the conversation is enough, and from there, you and your employer can work out what might make things feel more manageable.

Learn more about the counselling and other help available through BHN Extras, from our Employee Assistance Programme to our other employee benefits that support financial, physical and mental health. Call 0208 159 9430, visit our Contact Page, or email enquiries@workplaceextras.com for more information.