How to Talk to Your Manager About Mental Health
Overview
For many employees, opening up about mental health at work can feel daunting. Whether it’s stress, anxiety, burnout, or something more complex – starting that conversation with your manager can feel like the hardest step.
But here’s the reality: mental health affects every workplace. You are not alone in how you’re feeling, and raising concerns isn’t a weakness, it’s an important part of protecting your wellbeing and ensuring you can thrive in your role.
This guide offers practical advice on how to approach the conversation – with confidence, clarity, and purpose.
Why Talking About Mental Health at Work Matters
When mental health starts impacting how you feel or how you work, it’s a sign that support may be needed. Whether that’s temporary adjustments, flexibility, or simply having your manager’s understanding – speaking up is the first step towards making things better.
Yet, stigma still exists. Many people worry about how they’ll be perceived or whether opening up might affect their job. But the reality is, most employers genuinely want to support their people – and workplace protections are there to ensure fair treatment.
When Should You Raise It?
There’s no one-size-fits-all answer. But if your mental health is:
- Affecting your work
- Impacting your focus, energy, or wellbeing
- Making it harder to meet your responsibilities
…then it’s time to consider a conversation. Whether it’s for a short-term adjustment, time off, or ongoing support, raising it early often leads to better outcomes.
How to Approach the Conversation
Find the right time and setting
Schedule a private, uninterrupted meeting. Choose a moment when neither of you is under pressure or dealing with deadlines.
Prepare what you want to say
Think about the key points in advance. What’s affecting you? How is it impacting your work? What support might help – whether that’s flexibility, adjusted workload, or something else.
Be clear, but share only what you’re comfortable with
You are not required to share personal details, diagnoses, or your full medical history. It’s enough to explain that you’re facing some challenges that are affecting your wellbeing and performance.
Example:
“I’ve been finding my workload overwhelming lately, and it’s started to affect my sleep and energy. I wanted to share this with you so we can discuss if there are ways to help me manage it better.”
Follow up
Keep the conversation open. After the meeting, check in to see what’s working and whether further support is needed.
You Are Not Alone – And You Have Options
Many workplaces now offer mental health support beyond the line manager. This might include:
- Access to counselling or Employee Assistance Programmes (EAP)
- Mini Mental Health Check-Ins with qualified professionals
- Trained Mental Health First Aiders on-site
- Suicide First Aid trained staff for crisis support
If you’re unsure what’s available, ask HR or check your staff wellbeing resources. You may be surprised at how much support is already in place.
Final Thoughts
It’s completely normal to feel nervous about starting this conversation. But know this, asking for help is not a weakness. It’s a strength. It means you are taking control of your wellbeing.
Your mental health matters. And the more we open these conversations in the workplace, the better workplaces become – for everyone.
FAQ: Your Common Questions Answered
What if I don’t want to go into personal detail?
That’s fine. You only need to share what’s relevant to your role and what support you need.
Can I ask for adjustments without naming my condition?
Yes. Focus on explaining how your health is affecting your work and suggest practical solutions.
What if my manager doesn’t know how to help?
Many organisations now train Mental Health First Aiders or have access to external wellbeing support—don’t hesitate to ask what’s available.
