How to Talk About Mental Health at Work

Mental Health and the Impact on the Workplace

Talking about deadlines and deliverables is an easy work conversation. But what about harder ones—like bringing up mental health with a boss or HR? Even as more workplaces make space for wellbeing, comfort with discussing mental health needs hasn’t quite caught up. According to a 2025 Forbes study, 66% of employees say they’ve felt burned out in the past year. And data from the National Alliance on Mental Illness (NAMI) shows that nearly half of employees still don’t feel safe discussing it at work.

Breaking the Stigma—Why It’s Okay to Speak Up

Many workers worry about being seen as unable to perform, overlooked for opportunities, or labeled as “too emotional” if they voice their mental health concerns. But that silence has real costs. When mental health goes unaddressed, stress compounds, productivity drops, and turnover rises. The good news: talking about mental health doesn’t have to feel risky or awkward. With the right language, timing, and support, these conversations can help create workplaces where people feel safe, seen, and supported.

When (and How) to Start the Conversation

The right timing and tone can make all the difference. Whether you’re the one starting the conversation or the one being approached, thoughtful communication builds trust and reduces stigma.

For Employees

1. Choose the right time and place. Request a private, scheduled conversation rather than catching your manager off guard. Start with something like, “I’d like to talk about how I’ve been managing my workload and stress lately.” This signals the discussion is about well-being—not a crisis.

2. Use clear, grounded language. You don’t need to share everything. Focus on how work is affecting your focus, energy, or motivation. Try: “I’ve been feeling overwhelmed and would like to discuss what support might help.” Or: “I’m finding it hard to stay balanced and want to explore possible adjustments.”

3. Follow up. Recap next steps—whether that’s a check-in, adjusted deadlines, or exploring HR resources.

For Managers

1. Lead with empathy, not evaluation. When someone opens up, listen first. Then acknowledge their outreach. “Thank you for telling me. I appreciate you trusting me with this.”

2. Ask before acting. Rather than offering quick fixes, ask what kind of support would help. Phrases like “Would it help if we reviewed priorities together?” or “Do you want to explore any available resources or benefits?” can help.

3. Follow through. Be clear about what happens next—whether that’s a follow-up, workload adjustment, or a referral to HR.

For Employees and Managers: If You Notice Someone Struggling

If you’re a manager, check in early and keep the focus on care, not performance. If you’re a colleague, you can start the same way—informally and without pressure. “I just wanted to check in—how’s everything going?”

You don’t have to fix the situation or have all the answers. Your role is to open the door, listen, and, when needed, help connect your coworker to HR or available support resources.

When to Involve HR (and What to Expect)

If stress or mental health challenges start affecting your work or an employee’s well-being, it may be time to loop in HR. Their role is to connect employees with support—not to judge or penalize.

HR can help you understand available mental health benefits, such as:

• Employee Assistance Programs (EAPs)

• Therapy referrals

• 24/7 hotlines

Reaching out doesn’t have to feel intimidating. A simple email works: “I’d like to learn more about the mental health resources available through our benefits” can open the conversation.

How to Ask for Mental Health Leave or Flexible Support

Sometimes, a short break or flexible arrangement can make a big difference. If you’re considering mental health leave, reach out to HR to learn what’s available under your company’s policy or the Family and Medical Leave Act (FMLA).

Start with something like, “I’ve been managing some mental health challenges and believe a brief leave would help me return more focused and effective.”

For smaller adjustments, like shifting hours or temporary workload changes, consistent communication is key. Reach out before burnout reaches a breaking point.

If Your Company Doesn’t Offer Mental Health Benefits

Starting the conversation can help spark change. Approach HR or leadership with openness—and data:

• “I’ve noticed more companies are adding Employee Assistance Programs to support well-being. Is that something we’ve considered?”

• “I read that companies investing in mental health see higher retention and engagement. It’s good for people and business.”

If your organization partners with Justworks, we make it simple to add mental health benefits, EAPs, and wellness programs that support every team member’s well-being.

Start the Conversation

Build the kind of workplace where well-being isn’t just considered, it’s prioritized. Download our free Mental Health Action Kit for scripts, decision trees, and tools to make these conversations easier for everyone.