Find a supportive person in your workplace to talk to

We rely on our colleagues for advice, support, networks and social connection. According to this study, those who have good relationships with co-workers have better physical and mental health and reduced risk of burnout. If concerned about someone at work, make a regular time to check in with them or encourage them to speak with their manager, HR or health professional.

Actions – Individual

Set up the conversation

When wanting to check in with a colleague, find a quiet moment to talk in private – suggest going for a walk outside of the office
Open up your body language by relaxing shoulders and uncrossing arms
Practice active listening by nodding and acknowledging what they are saying
Be mindful of your choice of words and tone of voice
Minimise distractions, including screens and phones

During difficult conversation

Take an active interest and ask open-ended questions like, “How are you doing?” to try and understand how the other person is feeling
Unless someone specifically asks for your advice, it’s best to withhold your opinions
If someone shares something personal, acknowledge their openness and trust in you
Make specific offers, rather than just asking “How can I help?”, to make it easier for the other person make a choice and to help you set boundaries and not feel overloaded
If needed, ask others for help after getting consent from the person needing support
If the other person is open to it, help them reframe their situation, break it into manageable chunks, and make a plan of action
If appropriate, encourage the person to take time to better care for themselves, which may include exercising, eating well, getting involved in social activities and speaking with a doctor or psychologist

Actions – Team

Refer people to resources at work, such as an Employee Assistance Program (EAP) if you have one and, if appropriate, offer to help make an appointment
Suggest they seek support and talk through different options
Discuss with the employee what, if anything, they would like others to be told about their situation and how it is conveyed
If adjustments to someone’s work have been made, communicate changes with the rest of the team in a way that protects the employee’s privacy
Manage absences where required and review workloads of other team members to ensure they are not unfairly burdened by changes
Work with the employee to form an agreement about what kinds of communication, if any, are shared with them during longer periods of leave
Support employees on their return by working together to set up an individualised return to work plan

Actions – Organisation

Set up your workplace

Ensure your organisation has return to work policies that cover mental, as well as physical, illness
Review your organisation’s existing mental health awareness programs and their effectiveness
Talk about mental health without judgement
Start your meetings/conversations with a wellbeing check-in

Seek expert advice on supporting employees

Engage human resources specialists, occupational rehabilitation providers or Employee Assistance Programs (EAP) that may be available to the business
Obtain written permission from the employee to speak with their treating health professional about how the workplace can support their recovery

Engage your staff

Explore the possibility of making reasonable adjustments to support an employee to stay at work before assuming they will need time off
Consider implementing empathy training workshops or consult your Employee Assistance Program, if you have one, for guidance
Increase managers’ confidence and skills, and wider mental health literacy, by offering Mental Health First Aid training to all staff
Utilise coaching for managers on maintaining good relationships with their staff