Is mental health talk just lip service? How to tell if your employer actually cares

Over the past decade, mental health has become a buzzword in UK workplaces. From LinkedIn posts during Mental Health Awareness Week to lunchtime meditation sessions, it might seem like employers are finally taking wellbeing seriously.

But for many employees, it doesn’t always feel that way. Wellness-promoting, extracurricular activities don’t always equate to work-life balance or inclusive company culture, or negate the effects of a low salary, all of which largely contribute to stress and burnout in and out of the workplace.

So, how can you tell whether your company is genuinely invested in mental health, or if its agenda is just adding it to the CSR checklist?

7 signs your employer actually cares:

• Mental health is a part of the culture, not just a campaign

  If mental health support only goes as far as the length of Mental Health Awareness Week, that is most definitely a red flag. An inclusive, supportive culture is an ongoing commitment

Unilever UK has integrated wellbeing into its performance reviews, daily team check-ins, and leadership development. It’s not just one campaign for them, it’s built baked into how they operate as a company.

• Employee needs shape support

  Mental health strategies should be informed by real employee feedback, not just conjured up in a boardroom. Including employee feedback alone can help shift workplace attitudes, creating a space where people feel comfortable voicing their needs

Nationwide Building Society’s  “Every Voice Matters” initiative to actively involve staff in shaping wellbeing policy, including mental health strategy reviews and anonymous feedback channels. The result? Programmes that actually reflect what employees want, and meaningfully impact wellbeing.

• They offer tangible resources

  Does your employer offer actual resources for mental health, or just push the responsibility onto you? It’s all well and good to raise awareness in the office, but having actual offerings for mental wellness is a must for creating an environment which promotes positive mental health.

PwC UK provides a 24/7 Employee Assistance Programme, mental health champions across departments, access to therapists, and paid time off for therapy appointments. They also partner with the mental health charity Mind.

• There’s time and space to breathe

  All the wellness activities and emotional support in the world won’t help if the culture quietly punishes rest. Real commitment shows up in workload expectations, not just wellbeing slogans. Companies’ first step in contributing to their team’s mental health should start with assessing their workload and work-life balance.

Aviva UK offers “Wellbeing Days” in addition to annual leave and encourages employees to log off during core non-working hours. The company actively monitors workload and has flexible job design options to avoid burnout.

• Line managers are trained and trusted

  Mental health support often falls down at manager level. Good employers invest in equipping line managers to handle sensitive conversations with skill and compassion.

Thames Water have trained over 500 Mental Health First Aiders and provides managers with regular mental health awareness training. It’s not just about reacting to crises, it’s about prevention and empathy.

• Senior leaders lead by example

  It’s not enough for execs to post a LinkedIn message once a year. Real change happens when they show vulnerability and model healthy behaviours.

For example, Lloyds Banking‘s CEO, Charlie Nunn, has publicly spoken about the importance of mental health, and the bank has signed the Mental Health at Work Commitment, with internal efforts led by top-level leadership. That’s more than lip service, it’s a tone set from the top.

• They back words with policies

  A strong sign of commitment is having mental health formally written into HR policies, not just mentioned in a blog post.

For example, Deloitte has implemented mental health days, flexible working options, and a Wellbeing Fund for employees to spend on wellness resources of their choice. Mental health support is embedded in their hybrid working policy, not bolted on as an afterthought.

What to do if it feels like lip service

If your employer’s mental health support feels shallow:

• Document examples where there’s a gap between the message and reality.
• Speak up, whether that’s to HR, a wellbeing lead, or through an anonymous staff survey.
• Find allies, colleagues likely feel the same, and collective voices are harder to ignore.
• Set boundaries for your mental health where needed, even if culture hasn’t caught up yet.
• If necessary, start looking elsewhere. A growing number of UK employers do take it seriously.

Why some workers are losing faith

Despite public campaigns and company pledges, 65% of UK workers still say they’ve experienced burnout, and many don’t feel supported by their employer (CIPD, 2024). It’s easy to feel cynical when you’re told “your wellbeing matters” one day, then reprimanded for missing a deadline while caring for your mental health the next.

Let’s look at some ways you can support your own mental health in the workplace, even if initiatives aren’t a priority for your company right now.

Mental health at work should be more than yoga classes and posters. It should show up in policies, leadership behaviours, line manager support, and above all, the lived experience of employees every day.

At Cavendish Professionals, we care about our own team just as much as the teams we place our candidates in. That’s why our work doesn’t stop as soon as a candidate is placed. Checking-in with our candidates, providing resources and training to support their career and wellbeing goals is important to us. Check out our CSR hub to see what’s on offer for our team at Cavendish Professionals here.