Men’s Mental Health at Work

Men’s Mental Health Week is a crucial time to reflect on the barriers preventing open conversations and meaningful support in the workplace. We recently ran a LinkedIn poll asking what’s holding progress back, and the results were telling:

• Fear of stigma (48%)– The biggest obstacle, showing that many men worry about judgment if they speak up.
• No one’s talking about it (29%)– A clear sign that silence is still a major issue.
• Lack of awareness (16%)– Some employers and employees simply don’t know enough about the challenges men face.
• Lack of tools and resources (6%)– While this was the lowest response, it’s still a factor that can’t be ignored.

These results highlight a key truth: culture matters. If employees fear stigma or feel like mental health isn’t discussed, they’re less likely to seek support. Employers play a vital role in shifting this narrative.

What Can Employers Do to Support Men’s Mental Health?

Creating a workplace where men feel safe to talk about mental health isn’t just about awareness, it’s about action. Here’s how businesses can make a real difference:

1. Break the Silence

Even when companies care, many still struggle to start the conversation. Mental health can feel like a “taboo” topic, especially among male employees and the absence of dialogue reinforces the belief that struggles should stay hidden. So, make it normal and integrate mental health into everyday conversations, not just awareness weeks. Use informal spaces like team check-ins, one-to-ones, or even internal newsletters to help open the door and keep it open.

2. Tackle Stigma Head-On

Even in the most progressive workplaces, stigma around mental health remains a powerful silencer, especially for men. Many fear being seen as “less capable,” “not resilient,” or “difficult to manage” if they speak up about stress, anxiety, or burnout. This fear is rarely talked about, but it’s there. And it holds people back from getting the support they need until they reach a breaking point.

Leadership plays a key role here; when managers openly discuss mental health, it sets the tone for the entire organisation.

• Lead by example – Encourage leadership to speak openly about mental health.
• Train managers – Give them the tools to respond with empathy and discretion.
• Protect confidentiality – Reassure employees that speaking up won’t come at a cost.

3. Provide the Right Tools

Many employers want to support mental wellbeing but simply don’t know where to start. Without the right infrastructure, even the best intentions fall short.

When resources are unclear, underused, or inaccessible, men are less likely to engage.

Altum HR offers tailored wellbeing policy development, toolkits and resources to support everyday conversations, and a team of Mental Health First Aid-trained professionals ready to help businesses create a healthier workplace.

4. Make Support Accessible

Employees shouldn’t have to search for help. Ensure mental health resources are visible and easy to access, whether it’s an internal wellbeing hub, an Employee Assistance Programme (EAP) or accessible external support services.

 A Simple First Step to Support Men’s Mental Health

To help employers take action, we’ve created a free Men’s Mental Health Employer Responsibility Checklist – a practical guide to understanding your role in supporting employees. Download it here and start making meaningful changes today.

Men’s mental health isn’t just a personal issue; it’s a workplace issue. By breaking the silence, tackling stigma, and providing the right tools, employers can create environments where men feel safe, supported, and empowered to seek help when they need it.

Let’s make progress together.

FAQs: Your Questions Answered

1. What’s the first step to addressing men’s mental health at work?
   Start by opening up the conversation. Normalise check-ins, invite anonymous feedback and train leaders to lead with empathy.
2. How do we overcome fear of stigma in male-dominated environments?
   Culture change takes time but it starts with visible leadership and consistent messaging. Altum HR can help craft that message and train your teams to deliver it.
3. We have tools in place, but no one’s using them – why?
   Many tools fail due to poor visibility or relevance. We help organisations audit and relaunch resources so they’re clear, accessible and actively used.
4. Is this just an HR issue?
   No, it’s a leadership, cultural and operational issue. HR plays a key role, but real impact happens when mental health becomes everyone’s business.
5. Can Altum HR help us build a long-term strategy?
   Absolutely. We offer ongoing support, from policy creation to employee engagement programmes and leadership development.