Spotting the Signs: How to Recognise Mental Health Struggles in Your Team

At any time, one in six workers is dealing with a mental health problem.

That means someone in your team probably needs support right now.

But mental health issues are not always easy to spot. They often show up as small changes in behaviour, which can be missed in a busy workplace.

If left unaddressed, mental health problems can have a big impact:

• Around 70 million workdays are lost each year due to poor mental health 
• UK employers lose an estimated £41–45 billion annually
• Teams can suffer from lower productivity, high staff turnover and low morale

More importantly, early support makes a real difference – for both the person affected and the wider business.

Early signs of mental health struggles

Recognising that someone needs extra support before it becomes a bigger issue can make all the difference. So what are the signs that a person may be struggling?

Changes in working patterns

Look out for noticeable changes in someone’s work habits, such as:

• Arriving much earlier or later than usual
• Working through breaks or lunch
• Taking more sick days or having unexplained absences
• Struggling to meet deadlines when they usually don’t
• Sending emails late at night

Changes in communication

Mental health problems can change how people interact. Signs include:

• A usually chatty person becoming quiet
• Not taking part in meetings as much as they used to
• Writing emails that seem short, blunt or impersonal
• Avoiding video calls
• Taking longer to reply to messages

Difficulty making decisions

Mental health issues can make decision-making harder. Watch for:

• More hesitation over everyday tasks
• Repeatedly asking for reassurance
• Avoiding decisions
• Expressing more self-doubt than usual
• Showing perfectionist behaviour that’s out of character

Withdrawing from others

If someone starts pulling back from social situations, they may be struggling. Signs include:

• Turning down invites they used to enjoy
• Not joining in casual chats
• Leaving their camera off in virtual meetings
• Choosing to eat alone
• Being less active in group chats

Changes in performance

A drop in performance can have many causes, but it’s often linked to mental health. Look out for:

• More mistakes or less attention to detail
• Struggling to focus in meetings
• Forgetting tasks or details
• Less motivation or initiative
• Fewer ideas or less creative input

How to offer workplace mental health support

If you’re worried about someone, it’s important to approach them with care.

The most important thing you can do is build psychological safety.

Here’s how to support them effectively:

1.Choose a relaxed time to talk

Avoid formal meetings. Try to check in during quiet or informal moments, such as:

• While having a coffee
• During a walk
• At the end of the day

2. Ask open and caring questions

Most people will say “I’m fine” if asked. Try asking:

• “How are you really doing at the moment?”
• “You’ve seemed a bit quieter lately – are you okay?”
• “You haven’t quite seemed yourself – do you want to talk?”

3. Listen actively

You don’t need to fix things, but you can offer space to talk. Make sure you:

• Listen more than you speak
• Don’t interrupt or offer quick solutions
• Show empathy and avoid judging
• Ask open questions that let them share more

4. Be specific about what you’ve noticed

Vague comments can sound like criticism. Instead, mention exact behaviours:

• “You’ve been quieter in meetings lately”
• “You seem to be working much later than usual”
• “I’ve noticed you haven’t joined us for lunch recently”

5. Know what support is available

Make sure you can point people to helpful resources, such as:

• Workplace counselling services
• Trained mental health first aiders
• Flexible working options
• External support organisations

Creating a mentally healthy workplace

It takes time and consistency to build a culture where people feel safe talking about mental health. You can help by:

• Making mental health a normal topic of conversation
• Leading by example with healthy work habits
• Recognising that mental health can vary for everyone
• Showing that asking for help is a strength, not a weakness
• Valuing people for more than just their output

The most important thing you can do is build psychological safety. That means creating a space where people feel they can raise problems or concerns without fear of judgement.