Mental Health at Work: A Practical Framework for Employers
At EBIS-HSE, we focus on translating global research into practical insights that help organisations build safer, healthier, and more resilient workplaces. This featured study presents a clear and structured approach that employers can use to strengthen mental health support within their workforce.
This research introduces a comprehensive and evidence informed framework that helps employers assess, understand, and improve their organisational approach to mental health. It offers a practical self assessment tool designed to identify strengths, gaps, and priority actions across the full spectrum of workforce mental health needs. The study emphasises that meaningful progress requires organisational level change rather than isolated interventions.
Summary
The study concludes that employers need a structured and systemic approach to supporting mental health at work.
The framework outlines ten domains of organisational practice and a three part continuum of Protection, Promotion, and Provision that describes how organisations can prevent risks, enhance wellbeing, and ensure access to support. The authors present the Mental Health at Work Index, a maturity model that helps organisations benchmark their progress and plan next steps. The study highlights the importance of leadership commitment, healthy work design, clear communication, and continuous evaluation.
Aim and Context
The aim of the study is to address a widespread challenge. Many employers understand the importance of workforce mental health but often do not know where to begin, how to prioritise, or how to measure progress.The authors sought to consolidate global research, standards, and best practices into a clear and actionable tool that organisations of all sizes can use. The framework is designed to guide employers in creating environments that reduce psychosocial risks, enhance psychological wellbeing, and provide meaningful support to employees.
Methodology
- The study used a wide ranging evidence review combined with expert consensus.
- An interdisciplinary team of specialists in public health, workplace mental health, occupational psychology, and corporate ethics collaborated to design the framework.
- The researchers reviewed academic literature from 1990 to 2024 and examined international standards including WHO, ILO, and ISO 45003 guidance.
- Practices identified in the literature were classified and refined through multiple rounds of expert discussion and through feedback from a global employer council.
Key Findings
The 3 P Continuum
- Protection
Focuses on preventing harm by addressing psychosocial hazards such as excessive workload, poor job design, harassment, or lack of role clarity. - Promotion
Focuses on enhancing wellbeing through positive leadership, psychological safety, supportive work relationships, and healthy organisational culture. - Provision
Focuses on guaranteeing access to mental health resources, counselling, benefits, accommodations, and managerial support for employees experiencing challenges.
Ten Organisational Practice Categories
1. Mental health strategy
A formal plan that outlines goals, resources, responsibilities, and evaluation.
2. Leadership
Clear commitment, accountability, and modelling of mentally healthy behaviours.
3. Organisational culture and impact
Alignment of values, policies, and decision making with mental health considerations.
4. Workforce involvement and engagement
Inclusion of employees in planning, feedback, and wellbeing initiatives.
5. Work design and environment
Healthy workloads, autonomy, safe relationships, and supportive physical environments.
6. Communication
Transparent and regular communication about resources, expectations, and change.
7. Training specific to mental health
Skills for recognising risk, supporting colleagues, and fostering healthy environments.
8. Mental health resources and benefits
Access to support services, counselling, accommodations, and early intervention.
9. Related employment practices
HR policies that support wellbeing, such as flexible work and inclusive procedures.
10. Measuring, monitoring, and reporting
Use of data to evaluate progress and guide continuous improvement.
Takeaways for Practice
- Develop a formal mental health strategy that integrates protection, promotion, and provision.
- Involve employees in planning and feedback to ensure relevance and engagement.
- Strengthen work design and leadership practices that support psychological safety.
- Ensure clear communication and provide targeted training for managers and staff.
- Measure progress regularly and use results to refine and improve mental health initiatives.
- Recognise mental health as a core component of organisational performance, resilience, and sustainability.
Read the full research study here:
David W. Ballard, Grace C. Lodge and Kathleen M. Pike, One Mind at Work, Rutherford, CA, 2Mental Health & Work Design Lab, Columbia University, New York
https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2025.1552981/full