When staff struggle with mental health issues, SMEs are often the hardest hit. Within a tight-knit team, one person’s absence or anxiety can have a profound impact on output and overall morale.

Poor mental health costs the economy up to £99bn a year, with one in six employees experiencing problems such as depression, low mood and stress at work. Figures from the Office for National Statistics show long-term sickness related to mental illness, phobias and nervous disorders is on the rise, especially among those aged 16-24.

To add to the challenge, male workers are particularly at risk. Research suggests that traditional perceptions of masculinity can discourage men from openly discussing their emotional health. What’s more, numerous studies show that talking therapy is not an effective tool for men. They need tangible solutions and proactive plans to rebalance and improve their mental health.

On the surface, statistics point to significant progress. A men’s survey tracking trends from 2010 to 2022 found that 79 per cent of respondents were more able to talk about their mental health, 68 per cent believed there was less stigma and 50 per cent had attended talking therapy.

However, over the same period, male suicide rose by 11 per cent.

As an employer, caring for your team’s mental and physical wellbeing can seem overwhelming, with male mental health feeling particularly tricky to navigate. However, building knowledge of workplace mental health – and proven strategies for your male workers – will help you implement practical plans to support your employees.

Learning from an expert

At Adecco, we have teamed up with men’s mental health coach and TEDx speaker Ryan Parke to create a ground-breaking, science-based support programme for our male colleagues. It centres on practical strategies for self-improvement that directly tap into the male hormone system. It is not a substitute for medical advice, but it helps our managers proactively look, listen, and take the lead when they suspect someone is struggling.

We are currently trialling this initiative internally as part of our broader equality, diversity and inclusion (ED&I) vision, with the intention of offering it to clients in the long term. And while the programme focuses on male mental health, it is absolutely designed to be inclusive. After all, regardless of your own gender, the chances are you have men in your professional and/or personal life that you care about.

As well as understanding the signs of burnout and depression, here are some key steps that can help male employees feel supported and looked after at work.

Tailor your language

When it comes to male mental health, research shows that word choice matters. Swapping emotionally charged phrases for action-focused language can help men map a better way forward. For example, use “team up” rather than “open up”. Discuss “solutions” instead of emotions. Invite male staff to “take action” rather than talk about their feelings. And rebrand wellbeing efforts as “good habits” and “improvements”.

Encourage action and accountability

Research shows that regularly sharing goals with trusted peers boosts serotonin (associated with happiness, focus, and calmness) for those with a male hormone system. Consider setting up workplace peer groups that help men achieve personal objectives through friendship, dialogue and accountability.

Signpost resources, training tools and support contacts

Use your core communications channels – including intranet, noticeboards, internal social media platforms and team meetings – to ensure all onsite and remote staff know where to access your mental health resources. Also clarify who to speak to about health worries, such as a line manager, occupational health nurse, mental health first aider, or HR team member. If resources allow, you can also boost wellbeing awareness with targeted workshops on topics such as mindfulness, stress management and healthy eating.

Provide external support options

Mental health issues don’t stop when staff leave the office, so you might like to also include external resources in your support programme. Men are often more comfortable sharing their concerns with peers facing similar issues so you could flag any support group options in your area, or even build awareness of online tools that allow people to learn about mental health management at their own pace. Then, of course, there is the opportunity to promote physical activity – if you can create a win/win by offering discount deals with local facilities and clubs, then so much the better.

Don’t forget that small things can make a big difference to everyone’s well-being. Promoting a good work-life balance where regular breaks are common and excessive overtime is rare, encouraging annual leave to be fully used, having flexible working arrangements in place and even ensuring line managers model healthy behaviour all play a part. Leaders who normalise honest, transparent conversations are a vital part of fostering a supportive work environment. Sometimes that two-way dialogue really is a good place to start.

Niki Turner-Harding is the UK and Ireland country head at Adecco.