Helping managers lead with care: why mental health starts with them

Line managers sit at the heart of every organisation’s wellbeing strategy. They see what’s really happening day to day - the pressure points, the team dynamics, the moments when someone just isn’t themselves. But while most managers want to do the right thing, few feel equipped to handle sensitive mental health conversations with confidence.

The changing face of workplace mental health

Mental health has been high on the corporate agenda for years, but the way we work today has reshaped the challenge. According to the Unmind Workplace Mental Health Trends 2025 report*, 91% of UK HR leaders now see employee mental health as important to business success, though the report warns that progress is uneven. Despite widespread recognition, 16% of managers still receive no mental health training, and nearly half have only attended a single session - leaving many ill-equipped to support their teams with confidence.

Against this backdrop, the realities of modern work only heighten the challenge.  Hybrid and remote models can make it harder to notice when someone is struggling while financial stress and burnout continue to rise. The picture is clear - employers can’t afford to treat mental wellbeing as an afterthought. Companies that invest in proactive, human-led wellbeing strategies supported by responsible technology will be best placed to protect performance and build resilience for the decade ahead.

Why prevention starts with people, not policies

Most mental health strategies still focus on reacting to problems. Prevention starts earlier - in everyday conversations, regular check-ins, and creating space for people to talk before they reach crisis point. That’s where line managers make the biggest difference. They’re often the first to spot a change in behaviour - someone quieter than usual, missing deadlines, or appearing disengaged. But without training or confidence, many don’t know what to say next.

Equipping managers with the right skills helps turn observation into action. It’s not about becoming counsellors. It’s about knowing how to listen, show empathy, and signpost support in the right way.

Training that builds confidence and connection

Effective training does more than tick a compliance box. It should build emotional intelligence, awareness of company resources, and practical confidence to start wellbeing conversations.

Good programmes cover:

• How to spot early warning signs of stress or burnout
• Approaching sensitive topics with care and respect
• Understanding policies on absence and return-to-work
• Knowing what benefits and tools are available, such as Employee Assistance Programmes (EAPs) or wellbeing apps
• Encouraging open dialogue that normalises conversations about mental health

Training shouldn’t be a one-off event. Regular refreshers, peer support networks, and opportunities to share experiences help build a culture of care that lasts. Some organisations go further - introducing wellbeing champions or mental health first aiders to complement line manager training.

Creating psychologically safe teams

Mental health support only works if people feel safe to speak up. That’s where the idea of psychological safety comes in; creating an environment where employees trust they can raise issues without fear of judgment or career impact. Line managers play a crucial role in setting this tone. Small actions, like checking in regularly, celebrating effort rather than just results, and modelling healthy boundaries (logging off, taking breaks), all send a powerful signal that wellbeing matters.

Turning training into impact

The return on investing in manager training isn’t just financial. When managers are empowered to support wellbeing, teams are more engaged, resilient, and loyal. Problems are resolved sooner, absence falls, and performance improves.

It’s a simple equation: trained managers = healthier people = stronger business. When managers lead with empathy, confidence, and care, everyone benefits.

* Unmind___2025_Trends_UK.pdf