World Mental Health Day 2025
October 10th 2025 saw the observance of World Mental Health Day, with the theme being "Mental health in humanitarian emergencies"
This global observance is coordinated by the World Federation for Mental Health and supported by the World Health Organization (WHO). It has been marked annually since 1992.
The purpose of this is to raise awareness about mental health challenges, reduce stigma, and promote access to support— and with the focus this year being especially for those affected by crises such as natural disasters, conflict, and displacement.
With this in mind, it is important to consider why consideration of mental health in the workplace should be at the forefront of your mind as an employer.
Why Mental Health Matters at Work
Mental health is central to workplace wellbeing, productivity, and legal compliance. With rising awareness and legislative reform, employers must ensure they are not just compassionate, but legally accountable.
Reasons for tackling work-related stress and mental ill health in the workplace
In general terms, being support to employees can help to:
- make employees healthier and happier at work
- improve performance and productivity
- reduce absence levels
- avoid workplace disputes
Good employment relations are built upon:
- effective policies for managing people issues such as communication, absence, grievances and occupational health
- high levels of trust between employees and managers; trust is often nurtured by involving employees in decision-making and developing an open style of communication
- negligence or breach of the common law duty to take reasonable care, for example to ensure that the duties allocated to the individual do not damage their health
- unfair dismissal (whether constructive or not), if there is no fair reason to dismiss and/or the employer fails to follow a fair procedure
Legal Protections Under UK Employment Law
- Equality Act 2010
- Mental health conditions like depression, anxiety, PTSD, and bipolar disorder may qualify as disabilities.
- Neurodivergence refers to natural differences in how people think, learn, and process information. It includes autism, ADHD, dyslexia, dyspraxia, Tourette’s syndrome, and more. These conditions may also qualify disabilities.
- Employers must make reasonable adjustments to support affected employees.
- Failure to do so can lead to disability discrimination claims.
- Health and Safety at Work Act 1974
- Employers have a duty to protect employees from work-related stress and psychological harm.
- Risk assessments should include mental health hazards.
- Breach of the statutory duty under the:
- Health and Safety at Work Act 1974
- Management of Health and Safety at Work Regulations 1999
- Employment Rights Act 1996
- Employees have rights to sick leave, statutory sick pay, and protection from unfair dismissal due to mental health-related absence.
- Mishandling a work-related stress or mental health issue could also give rise to claims in respect of breach of the implied term of trust and confidence, triggering a constructive dismissal
What’s Changing in 2025–2026?
The upcoming Employment Rights Bill introduces:
- Day-one rights to sick pay and parental leave
- Stronger protections against harassment, including mental health-related bullying
- A new duty to prevent sexual harassment, which includes psychological safety
What you should be doing:
- Train managers to spot signs of distress and respond appropriately
- Review policies on absence, performance, and grievance handling
- Offer adjustments like flexible hours, remote work, or counselling access
- Document decisions to show compliance with legal duties
HR Connect and Legal Connect offers a range of services to support our clients in dealing with mental health issues in the workplace.