October is Mental Health Month, and it’s a timely reminder that our workplaces are more than just spaces where tasks get ticked off. They’re communities where people spend a huge part of their lives, and as such, they have a direct impact on our mental health and wellbeing.
Supporting mental health at work isn’t just about putting a poster in the lunchroom once a year or an RUOK? Day cupcake. Don’t get us wrong, everything helps. But it’s about embedding practices that make employees feel safe, respected, and able to do their best work without burning out.
Leaders today aren’t just responsible for physical safety; they’re also responsible for psychosocial safety. In other words, making sure that employees are protected from risks like excessive workload, bullying, unclear expectations, or lack of support.
So, what does good practice look like? Here are some approaches that really make a difference.
Mental Health First Aid (MHFA)
Think about how workplaces treat physical first aid. There’s usually a clearly identified first aider, a stocked kit, and someone to call when something goes wrong. Now imagine applying that mindset to mental health.
By training staff in Mental Health First Aid, workplaces create a visible network of support. An MHFA-trained employee isn’t there to diagnose or provide therapy; they’re there to notice early warning signs, listen without judgment, and encourage professional help.
For example, an MHFA-trained team leader might notice a usually chatty employee withdrawing from team conversations and struggling to meet deadlines. Instead of ignoring it or labelling them as “lazy”, the leader has the tools to check in sensitively, start a conversation, and guide them toward support. Over time, this builds trust and reduces the stigma of talking about mental health at work.
Encouraging Healthy Habits
Healthy workplaces don’t just talk about wellbeing, they live it. That can be as simple as a manager making a point of taking lunch away from their desk, showing the team that it’s okay to pause. Or a business introducing a short “walk and talk” meeting once a week, so people can stretch their legs and clear their heads while still collaborating.
Some organisations run wellness challenges, like tracking daily steps or sharing healthy recipes, but even without formal programs, the key is consistency. If leadership models positive behaviours like switching off after hours, encouraging breaks, and celebrating achievements, employees are more likely to follow suit.
Work Design for Wellbeing
The way work is structured has a huge influence on mental health. Poorly designed roles with unclear responsibilities or unrealistic deadlines can quickly create stress and disengagement. On the other hand, jobs that balance autonomy, collaboration, and clarity help employees thrive.
Take, for instance, a customer service team where call volumes spike at unpredictable times. Without proper planning, staff may end up overloaded and burnt out. But if managers rotate shifts fairly, provide clear expectations, and build in recovery breaks, the same workload becomes more manageable. It’s not about removing pressure completely; it’s about designing roles in a way that reduces unnecessary stress.
Work-Life Balance and Regular Breaks
Everyone knows they should take breaks and use their annual leave, but many employees still feel guilty about stepping away. Businesses can change this by creating a culture that values downtime as much as output.
That could look like a CEO sending a company-wide email before a long weekend, reminding staff to log off and recharge. Or a manager who actively reminds their team to use their annual leave instead of letting it accumulate. With Australia’s new Right to Disconnect laws, workplaces also have a legal reminder that after-hours calls and emails should be the exception, not the norm. Respecting personal time not only prevents burnout but also builds trust; people feel that their well-being is taken seriously.
Flexible Working Arrangements
Flexibility isn’t a workplace perk anymore; it’s an expectation. The pandemic showed us that many jobs can be done differently, and employees now value the ability to balance personal and professional demands.
This might mean a parent starting later so they can do school drop-off, or an employee working from home two days a week to reduce commuting stress. The result? Less stress, greater loyalty, and often higher productivity. Of course, flexibility doesn’t mean a free-for-all. The best workplaces set clear guidelines, communicate expectations, and adapt arrangements to suit both the business and the individual.
Leadership Training
Workplace culture starts at the top. Leaders and managers aren’t expected to be mental health experts, but they do need the skills to notice when something isn’t right, have supportive conversations, and connect employees with the right resources.
For example, consider a manager who spots a usually high-performing employee starting to miss deadlines. Instead of jumping straight to performance warnings, a well-trained leader might ask open-ended questions and listen carefully. That small act of empathy can prevent a downward spiral, strengthen trust, and often resolve issues before they escalate.
When leaders demonstrate that it’s okay to talk about challenges, it opens the door for healthier, more productive teams.
Employee Assistance Programs (EAP)
While we’ll be doing a deep dive on EAPs later this month, it’s worth highlighting that they’re one of the most accessible and effective tools businesses can provide.
An EAP gives employees confidential access to professional counselling for both personal and work-related challenges. For example, an employee dealing with financial stress at home may use the service for budgeting advice, which in turn helps them feel calmer and more focused at work. The key is making sure employees know about the program. Promoting the service openly and sharing success stories (without naming individuals) helps normalise its use.
The Takeaway
Supporting mental health at work isn’t about grand gestures or ticking boxes; it’s about consistent, practical actions that show employees they’re valued. From designing healthier roles and encouraging breaks to training leaders and offering flexibility, these steps create workplaces where people feel safe, supported, and motivated.
The benefits go both ways. Businesses that prioritise mental health not only meet their legal obligations but also see stronger engagement, better retention, and higher performance.
How We Can Help
At Strawberry Seed Consulting, we know that every workplace is different, and there’s no one-size-fits-all approach when it comes to supporting mental health. Our team can help you put practical strategies in place, whether that’s designing flexible policies, coaching managers, or building proactive wellbeing initiatives that actually stick.
Don’t miss our free weekly webinars during Mental Health Month, covering a range of topics. Register to receive a recording and share it with your team!
We also run Mental Health First Aid training, with public courses open for booking now. MHFA gives you the confidence to recognise when someone is struggling, start the right conversation, and connect them to support, skills that are just as valuable in your personal life as they are at work. We can also deliver MHFA in-house, so your whole team builds these capabilities together. Click here to book your spot.
And because strong leadership is the foundation of a healthy workplace, we offer a range of public and in-house leadership training options, both online and in-person. These programs equip managers with the practical skills they need to support their teams, navigate challenges, and lead with confidence. You can explore our training options here.
If you’d like to talk about how your business can better support mental health and performance, get in touch today:
📞 (03) 4216 5200
✉️ info@strawberryseed.com.au
🌐 www.strawberryseed.com.au
