Mental Health at Work: What Every Leader Should Know
By Mackenzie White, Psychology, Guest Author
Mental health challenges don’t always look the way we expect. Often, they appear as subtle changes in behavior: someone might become quieter, less engaged, or more irritable. Others may miss deadlines, seem distracted, or start isolating themselves from the team.
These shifts may stem from symptoms like persistent sadness, fatigue, irritability, trouble concentrating, or even physical issues like headaches or sleep disturbances. At work, they show up as absenteeism, disengagement, lack of motivation, or noticeable mood swings.
If someone seems “off” or unlike themselves, don’t wait—check in. A simple, sincere question like “Hey, I’ve noticed you’ve seemed a little different lately. Is everything okay?” can make all the difference. As a disclaimer, there are several things that could be causing these changes, such as lack of trust with leadership, lack of psychological safety within the team or org, but we specifically want to focus on those who might be experiencing challenges with their own mental health and the steps leaders can take to do more and do better for them.
Creating a Supportive Work Culture
Many people don’t speak up because they’re afraid of being judged, misunderstood, categorized, or having it affect their work. As a leader, it is imperative that you respond appropriately. Your response will shape how safe this leader feels and also sets the stage and example for how others feel to talk about what they’re going through.
Listen to understand. Let them share their experience without jumping in to solve or minimize it.
Be honest and specific. If you’ve noticed something—missed work, disengagement, etc.—bring it up gently but directly.
Protect their privacy. Keep conversations confidential, unless there is an emergency, and never allow mental health to become a topic of gossip in the office.
Know your limits. Understand your own emotional capacity and seek support for yourself if needed.
A Coworker is Struggling – How Do You Check In?
If you need to speak to someone who’s showing signs of struggling:
Find a private, comfortable space where they won’t feel trapped or exposed. Be flexible about the time and location. Express genuine concern, interest, and care. You don’t want them to feel singled out or cornered.
Start by focusing on performance issues or other changes that you have noticed. “I noticed that you have been late for work almost every day this week. That’s unusual for you, and I am concerned. Can you help me understand what is going on? Is there anything I can do to support you?” Ensure that they know this isn’t punitive. You want them to know you are here to help.
Show compassion and empathy. Don’t give advice, but show that you care and are listening to what they are saying.
Provide resources. If your company has an Employee Assistance Program (EAP), give them the number and/or brochure. If not, recommend that they seek a referral for a mental health professional or speak with their doctor. If they need accommodations to manage their work, encourage them to discuss with HR, but do not reach out on their behalf. It needs to be their own decision how they handle those steps.
When Someone Opens Up
When an employee opens up about their mental health, it’s a sign of trust, and how you respond matters. The goal isn’t to fix their situation, but instead to make sure they feel supported and are set on the right path to healing.
Start by listening without judgment or rushing to provide solutions. Ask open-ended, thoughtful questions that let them guide the conversation. You might say something like:
“What would be most helpful for you right now?”
“Is there anything I can take off your plate in the short term?”
“How can I support you?”
Let them know they’re not alone. You could offer to explore resources together or simply acknowledge their experience.
The most powerful thing you can offer is presence. A calm, compassionate response builds trust, and that trust makes it easier for your coworkers to ask for help when they need it most.
You Don’t Have to Be a Therapist
As a leader, your role isn’t to fix everything. But by noticing changes, initiating a conversation, and responding with empathy, you help create a culture where people don’t have to suffer in silence. Provide resources through coaching and development, ensure there are safe spaces throughout the office of handling these situations, ensure there are additional resources available, etc. to continue showcasing to your people that mental health challenges are accepted and supported in your workspace.