Supporting mental health in 2025 | Moorepay
February 4, 2025

Supporting mental health in 2025

Mental health related absence

A new year often brings new pressures – and for many employees, mental health struggles don’t reset on January 1st.

With stress, anxiety, and burnout continuing to rise, how employers handle mental health-related absences in 2025 will shape workplace culture, retention, and long-term success.

So, as we step further into the year ahead, how can HR and managers reset their approach and create a workplace that genuinely supports mental wellbeing?

What to do when an employee reports a mental health-related absence

Whether an employee calls in sick due to anxiety, depression, or another condition, the first response matters. Take it seriously, just as you would with a physical illness. Here’s how you can offer the right support:

  • Listen and acknowledge. Let the employee share their situation in their own words.
  • Gather relevant details to understand how their condition is affecting them and their work.
  • If their condition is linked to workplace stress, look at possible interventions.
  •  Let them know they’re not alone and the business will do what it can to help.
  • Try to understand how this affects them and their work.
  • Try to make sure they have support at home.
  • If they haven’t sought medical advice, gently signpost them to available support.
  • Have regular catch-ups/check-ins to see how they are getting on, or if any further support/adjustments are needed.
  • Consider reasonable adjustments. This may include flexible working arrangements, adjusted workload or deadlines, more frequent breaks and maintaining communication during absence.

Maintaining communication while they’re off

Checking in can be a lifeline – but only if it’s done on their terms. Agreeing on how and how often you’ll stay in touch is key. Some employees may find regular phone calls overwhelming, so consider alternative communication methods like email or text. Striking the right balance between staying connected and giving them space is crucial. Agree on:

  • The best way to stay in touch (some may prefer email over calls).
  • The frequency of check-ins to avoid pressure while ensuring support.
  • What they feel comfortable discussing – don’t push for unnecessary updates.

Supporting employees returning to work

When an employee is ready to return, a return-to-work interview is an essential step. This is an opportunity to:

  • Identify and implement further support or adjustments if needed.
  • Check in on their wellbeing and readiness to resume duties.
  • Discuss any ongoing challenges they might be facing.

Remember that mental health conditions can be classed as a disability under the Equality Act 2010, meaning employees may have legal protections from day one of employment. Employers must take reasonable steps to avoid discrimination and provide necessary adjustments.

Creating a supportive workplace culture

A proactive approach to mental health can prevent absences and create a healthier workplace. Consider offering:

  • Employee Assistance Programmes (EAPs) – Confidential, professional counselling services for employees in need.
  • Trained Mental Health First Aiders – Staff members equipped to provide support and signpost resources.
  • Mental Health Days – Allowing employees to take time off to focus on their wellbeing without stigma.

If you already have these resources in place, ensure employees know about them and feel encouraged to use them. Open conversations and a supportive culture can make all the difference in fostering a mentally healthy workplace.

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About the author

Claire Simpson

Claire has a HND in Hospitality Management and is currently working towards her CIPD level 5. Claire’s HR career started at one of our major competitors as a HR Documentation Advisor before making her way up the ladder to a Senior HR Advisor and then HR Policy and Documentation Business Partner within the team, providing specialist employment Documentation advice to clients regarding creating/reviewing and updating their employment documentation. Within my current role as a HR and policy consultant, it is my responsibility to draft, create and advise upon HR Policy documentation. With the benefit of my years of experience, it’s part of my role to support and guide our clients, through often complex legal challenges with the use of easy-to-use documentation.

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