With Men’s Health Week running from 9th–15th June, experts are calling on UK employers to take meaningful steps to support men’s mental health, addressing a growing crisis where stigma and silence prevent many from seeking help. Nathan Shearman, a psychotherapist and director of therapy and training at Red Umbrella, emphasises that small, consistent actions can make a significant difference in creating workplace cultures where men feel safe to speak.

“Too often, we assume support has to come in the form of big, bold gestures,” Shearman explains. “But in reality, people respond better to small, genuine, everyday actions. Things that feel authentic and human, not corporate or forced. What really matters is creating a culture where men feel they’re allowed to speak, where support is visible and stigma is challenged.”

The need for action is stark. The Bupa Wellbeing Index reveals that 50% of UK men have faced mental health struggles, yet fewer than half have sought professional help. Additionally, 43% of working British men believe their employers should do more to support their mental wellbeing. Shearman warns, “We’re facing a real crisis. And workplaces have a unique opportunity to become part of the solution.”

To guide employers, Shearman offers practical, evidence-based strategies drawn from successful initiatives and research. These steps aim to foster environments where men feel supported and empowered to address their mental health.

5 Ways employers can support men’s mental health

• Set up spaces for men to connect. Companies like Scottish Power, JLR, and BAE Systems have created employee networks that provide safe, informal spaces for men to share experiences. Shearman notes, “When men see that others are speaking up, it normalises help-seeking. It shows them they’re not alone.” This is critical, as 37% of men admit to hiding mental health struggles from their partners, making workplaces a potential starting point for open dialogue.
• Work with mental health charities. Stigma remains a barrier, with 65% of employees citing it as a significant issue. Shearman highlights partnerships with organisations like Andy’s Man Club, which runs wellbeing sessions to encourage discussion. “It’s about visibility and action. If people don’t see support in the workplace, or hear others talking about it, it remains taboo,” he says. These collaborations help break the silence around men’s mental health.
• Use awareness weeks to start conversations. Campaigns like Movember or Men’s Health Week can spark dialogue. Shearman points to JLR’s speaker events last year, where male employees and guests shared personal mental health stories. “Those real, lived stories spark empathy and conversation. They make people reflect and feel safer sharing their own struggles,” he says, noting the power of lived experiences in reducing stigma.
• Train managers to spot the signs. Shearman urges businesses to integrate mental health training into management programmes. “Managers are often the first line of defence. With the right training, they can spot when something’s wrong and guide that person towards help,” he explains. Equipping managers to recognise and respond to signs of distress is essential for early intervention.
• Focus on meaningful, everyday action. Grand campaigns are not always necessary. “We’re not saying every workplace needs a massive campaign around men’s mental health,” Shearman says. “But every workplace does need to show that it cares.” Simple actions, like encouraging honest conversations, offering peer support, and ensuring resources are accessible and well-signposted, can build trust and demonstrate commitment.

As mental health challenges rise, employers have a critical role in addressing the men’s mental health crisis. By embedding these practical steps, workplaces can help dismantle stigma and provide vital support. Shearman’s call to action is clear: consistent, authentic efforts are key to ensuring men no longer suffer in silence.