The HR Leader’s Role in Mental Health Awareness

May is Mental Health Awareness Month, but for HR leaders, supporting employee wellbeing can’t be a once-a-year campaign. Mental health challenges are now one of the leading causes of workplace stress, absenteeism, and turnover—and the way companies respond matters more than ever.

So how can HR professionals foster a culture that not only acknowledges mental health but actively supports it—without crossing professional boundaries or creating one-size-fits-all programs? It starts with intention, visibility, and a shift in workplace norms.

Here’s how to take the lead.

1. Normalize the Conversation

Mental health is still stigmatized in many workplaces. While awareness is growing, employees often fear judgment or consequences for speaking up. HR leaders play a pivotal role in normalizing mental health discussions by:

• Modeling open dialogue: Encourage leadership to speak authentically about stress, burnout, or seeking support.

• Training managers: Equip people leaders to respond appropriately when employees raise mental health concerns.

• Using inclusive language: Avoid terms like “crazy busy” or “emotional” that can reinforce negative stereotypes.

By embedding mental health into everyday conversations, you create an environment where asking for help is seen as strength—not weakness.

2. Evaluate Your Policies Through a Mental Health Lens

What does your PTO policy communicate about taking time off for mental recovery? Are your performance metrics encouraging overwork?

HR should proactively review:

• Sick leave and PTO usage – Is it flexible enough for mental health days?

• Remote/hybrid work policies – Can they support work-life balance or are they adding pressure?

• Benefits offerings – Does your health insurance include access to therapy or EAP programs?

Small adjustments can make a big impact in removing barriers to care.

3. Provide Meaningful Access to Support

Many companies offer mental health benefits, but if employees don’t know about them—or don’t trust them—they go unused.

Here’s how to improve engagement:

• Make resources visible: Promote EAPs, mental health apps, or covered therapy options regularly, not just in onboarding.

• Offer diverse access points: Include both digital and in-person options for support.

• Protect privacy: Be crystal clear about confidentiality and make sure your systems reinforce it.

Trust is the foundation. When employees believe support is real—and safe—they’re more likely to use it.

4. Create a Culture of Flexibility and Psychological Safety

Mental health is affected by how people feel about their day-to-day experience at work. Are they being micromanaged? Ignored? Expected to always be “on”?

To foster psychological safety:

• Encourage reasonable boundaries: Promote downtime, discourage after-hours emails, and lead by example.

• Train managers on empathy-based leadership: A kind check-in can go further than a wellness webinar.

• Don’t over-engineer it: Employees don’t need another program. They need less stress, more autonomy, and managers who care.

5. Make It Year-Round

Mental Health Awareness Month is a great starting point—but consistency builds trust. Spread out initiatives over the year:

• Host quarterly wellness check-ins or mental health-focused team discussions.

• Celebrate World Mental Health Day (October 10).

• Share mental health tips in monthly HR newsletters.

• Include mental wellness topics in leadership development training.

Final Thought

Supporting mental health is no longer a “nice to have.” It’s essential for retention, productivity, and culture. As an HR leader, you have both the opportunity and the responsibility to break the silence, reshape the norms, and make wellbeing part of your company’s foundation.

Because when people feel safe, supported, and seen—they thrive. And so does your organization.