Every year, one in four adults across the UK is affected by a mental health issue. But mental health isn’t
solely about conditions such as anxiety or depression, it’s also about how individuals feel, how connected
they are to others, the sense of purpose they derive from daily life, and whether they’re able to cope, and
live well under stress.
The National Wellbeing Dashboard — maintained by the Office for National Statistics, monitors mental
wellbeing using 59 different indicators, including overall life satisfaction, physical health, a sense of
belonging and purpose, personal safety, and financial stability. Findings from Mind’s Big Mental Health
Report reveal a decline across these indicators, with men particularly reporting lower life satisfaction,
greater isolation, and a pronounced hesitancy to seek help.
Despite growing awareness, men's mental health remains an overlooked part of many workplace wellbeing
strategies. Cultural norms, stigma, and traditional views of masculinity often prevent men from speaking up
or seeking support.
Truly supporting men’s mental health means creating a culture where openness is encouraged, and support
feels safe, relevant, and accessible. For HR leaders, that means designing inclusive strategies that reflect how
men experience and express emotional challenges.
Here are five practical ways to make men’s mental health a core part of your wellbeing approach.
1. Equip managers to recognise the less obvious signs
Managers are often the first point of contact, but they may overlook signs of poor mental health in men, as these don’t always appear in the more “typical” ways. As Mind’s report points out, men might not openly share feelings of anxiety, but could instead become withdrawn, immerse themselves in work, or show signs of irritability. It’s equally important that managers feel comfortable discussing their own mental wellbeing, helping to foster a culture of openness and mutual trust.
High-quality manager training should centre on:
2. Provide robust financial well-being support
Money worries are a significant driver of poor mental health in men, with 45% admitting they avoid talking
about finances altogether compared to 36% of women. The connection between financial stability and
mental well-being is especially pronounced for men who see themselves as the main earners.
You might consider offering:
Financial education sessions focused on practical budgeting and money skills
One-to-one financial coaching with messaging tailored to engage men
Salary-linked finance options to help tackle high-interest debt
Emergency savings schemes that support long-term financial resilience
3. Develop targeted support for life transitions
Major life changes (fatherhood/marriage/divorce/career changes, etc) can be particularly challenging for men, who often lack the social support networks to navigate transitions effectively. According to Mind's research, periods of significant change correlate with heightened risk of mental health challenges for men.
Consider implementing:
Dedicated father-focused parental support packages through your benefits platform
Career transition coaching for men facing role changes or redundancy
Resources specifically addressing divorce or relationship breakdown
Peer mentoring programmes connecting men who have navigated similar transitions
4. Partner with men's mental health charities
Specialised charities such as the Samaritans, Mind, and Mental Health First Aid England bring valuable expertise and credibility to workplace mental health initiatives, particularly around men's unique challenges. These partnerships can transform how male employees perceive mental health support.
Effective charity partnerships might include:
Co-branded resources integrated into your benefits platform
Regular awareness sessions with charity representatives
Training for mental health champions with a male-specific focus
Fundraising activities that normalise conversations about men's wellbeing
5. Introduce routine "Wellbeing MOTs"
Just as we routinely check in on our physical health, regular mental wellbeing reviews help to normalise support and spot concerns early, before they become more serious. Studies suggest that men are more likely to respond to structured, consistent approaches than to informal or one-off interventions.
Your Wellbeing MOT initiative could include:
Quarterly digital wellbeing assessments through your benefits platform
Structured follow-up pathways based on assessment results
Manager training on facilitating effective wellbeing conversations
Clear signposting to relevant benefits based on individual needs
Building a workplace where men's mental health isn’t an afterthought
Addressing men's mental health isn't just the right thing to do, it's good business. Companies with effective approaches to men's mental health report higher productivity, improved retention, and stronger workplace cultures.
By implementing these five strategies, HR professionals can create environments where men feel supported, understood, and empowered to prioritise their mental wellbeing. The result is a healthier, more resilient workforce for everyone.