Why talking about mental health at work matters

02 Feb 2026

By Ed Watling, Head of Health and Wellbeing, Mattioli Woods 

Across the UK, employers are recognising that mental health is just as important as physical health. Yet for many employees, conversations about mental wellbeing still feel uncomfortable or even risky. That's where Time to Talk Day comes in – a national initiative led by Rethink Mental Illness and Mind, held each year on the first Thursday in February.¹ This campaign encourages everyone to make time for one another and start open, honest conversations about mental health. 

Breaking down stigma

Historically, mental health has been taboo in many workplaces. Employees worried that admitting to anxiety, burnout, or depression might be seen as weakness. Campaigns like Time to Talk Day remind us that speaking openly about mental health doesn't make us less capable – in reality it makes us more human, resilient, and connected. But how do you start a conversation in the working environment? 

Opening the conversation: questions that help

Starting a conversation about mental health doesn't need to feel daunting. The right question at the right moment can open doors to meaningful dialogue. Here are practical examples for the range of different workplace relationships: 

For managers in supporting their team

• How are you finding your workload?
• Is there anything making work feel particularly challenging at the moment?
• How are you feeling about the balance between work and home life?
• What can I do to better support you? 

For colleagues helping each other

• You seem a bit quieter lately – is everything okay?
• How are you really doing? I'm here if you want to talk.
• I've noticed you've seemed stressed – would it help to chat over coffee?
• Is work feeling overwhelming at the moment? I've felt that way too.
• Would you like some company at lunch? Sometimes it helps to get away from the desk. 

For employees speaking with their manager

• I've been struggling with my mental health recently and wanted to discuss some support options.
• Could we talk about adjusting my workload temporarily while I work through some personal challenges?
• I'd find it helpful to have more regular check-ins – would that be possible?
• Are there any workplace resources available for mental health support?
• I'm finding it difficult to manage everything right now – can we explore flexible working arrangements? 

General conversation openers for anyone

• What's been on your mind lately?
• How are you taking care of yourself outside of work?
• Have you found any good strategies for managing stress?
• What helps you switch off after a busy day? 

The business case for openness

Poor mental health takes a heavy toll on productivity. The UK's Health and Safety Executive estimates that stress, depression, and anxiety accounted for over half of all working days lost to ill health in recent years. Research by Deloitte UK found that for every £1 spent on mental health support, employers can expect an average return of £5 through improved productivity and reduced absence.² 

Creating a culture where people can talk openly helps problems feel manageable and gives employers the opportunity to offer practical support – whether flexible working, adjusted workloads, or signposting to professional help. 

Building trust through conversation

Regular, compassionate check-ins build mutual respect and psychological safety. Even a quick "How are you really doing?" can make a meaningful difference. Time to Talk Day provides an ideal opportunity to practice these skills through informal coffee chats, lunch discussions, or team activities. 

Making every day count

While Time to Talk Day offers a meaningful moment to focus on mental health, lasting change requires ongoing attention. What further things can employers do? 

Speak to Mattioli Woods, who can help support employers with their mental health strategy in the following ways: 

• defining the strategy
• helping create the business case for budget spend
• creating a programme of education, training and support
• providing tools to monitor, review and refine the effectiveness of the training
• giving employees a voice
• enabling and encouraging self-care
• providing confidential signposting for employees on mental health issues when life events occur

The key is to listen without judgement, create space for honest answers, and follow up with genuine care. Not every conversation needs to be deep – sometimes simply showing you're available makes all the difference. 

¹Mind | Time to Talk Day

²Deloitte UK | Mental health and employers: The case for investment – pandemic and beyond