What meaningful mental health support at work looks like in 2026

Most employers say they care about mental health, but it can be much harder to see what that actually looks like day to day. 

For some companies, it’s counselling or an Employee Assistance Programme (EAP). For others, it’s time off when you need it, managers trained to spot burnout, or the flexibility to look after yourself around everything else in your life. The best employers recognise that meaningful mental health support often takes more than one approach.

This kind of support is important because it can transform how work feels. For example, one architect found that long hours and constant pressure were taking a toll on his physical and mental wellbeing. With the right diagnosis and support, his confidence came back and he saw why healthier boundaries mattered. At Mott MacDonald, he found the structure to work sustainably while still developing his career:

“Once the depression was under control, my sense of self-worth and confidence began to return,” explained the employee, who wished to remain anonymous. “I chose to move to a larger organisation with proper structure, responsible people managers and HR support. At Mott MacDonald, I started setting boundaries that protected my wellbeing. Now I work hard, but never to the point where it harms me.”

Whether you want to see what good support looks like or benchmark your own company’s policies, we’ve rounded up what eight leading employers are doing to support mental health at work.

Mental health support at Anglian Water

Anglian Water manages, supplies, and recycles water for the driest region in the UK. The organisation has a Safer Every Day commitment, which outlines their approach to creating a workplace where everyone looks out for themselves and each other, feels able to speak up, and can go home safe and well. Mental health, wellbeing and psychological safety are important parts of that commitment. 

They also have a range of mental health support initiatives, including:

• A confidential EAP that colleagues and their immediate families can access 24/7.
• A healthcare scheme that provides self-referral access to specialist mental health support.
• Mental health training that helps managers build the confidence to notice when someone may be struggling, listen without judgement, and start a supportive conversation.
• Wellness Action Plans that colleagues and managers can use to talk openly about what helps them feel and work at their best, and what they may need during more challenging times.
• Employee-led communities that provide another valuable support network by bringing together colleagues with shared experiences and interests to create space to connect, talk openly, learn from each other, and feel understood. 
• Promoting SHOUT – the UK’s free, confidential, 24/7 mental health text service – to colleagues and customers.

How Centrica supports mental health

Centrica is an energy and services company that supplies gas and electricity, provides home and business energy solutions, and invests in the transition to net zero. “We believe in the importance of looking after our people, which means supporting their wellbeing and mental health,” a spokesperson explained. “By creating a culture where people are able to talk openly, and ask for help when they need it, we can help colleagues feel supported, valued and able to thrive.”

All Centrica employees have access to MyCare, which provides confidential emotional and psychological support 24/7 to employees and any dependants aged 16+. The company also has Mental Health First Aiders, who are trained to recognise signs of mental or emotional distress. They promote positive mental health by encouraging people to talk openly about mental health issues and escalate to appropriate support services where necessary.

Supporting mental health and wellbeing at Clock

Clock is a technology and innovation company that develops custom software, mobile apps and websites for some of the world's largest brands.  “At Clock, we want to ensure that there is ZERO stigma or discrimination associated with mental health,” explained Patrick Mulford, former CEO. “Employees should always feel comfortable talking about their wellbeing, which is why we promote wellbeing for all staff, tackle the causes of work-related mental health problems, and support staff who are struggling with mental ill health.”

Clock puts this into practice through a wellbeing policy focused on:

• Creating a good working environment
• Building good working routines 
• Developing a good working culture
• Establishing a good feedback loop
• Helping colleagues make their own Wellness Action Plan
• Training staff and qualified Mental Health First Aiders

How HEINEKEN UK supports mental health

HEINEKEN UK (and its supply chain) is the name behind a host of brilliant brands and a leading player in the international drinks industry. “We’ve built strong foundations for colleague wellbeing, and we’re committed to going further,” their spokesperson said. “Our focus this year has been on making support more accessible and ensuring wellbeing is a natural part of everyday life and conversation.”

Some of the ways HEINEKEN UK supports mental health and wellbeing include:

• An exec-sponsored Mental Health & Wellbeing Colleague Network that brings together trained Mental Health First Aiders from across the business. 
• An inclusive workplace that recognises the diverse needs and circumstances of colleagues, including caring responsibilities, disabilities, neurodiversity, financial pressures, and life’s everyday challenges.
• An enhanced EAP through Unum’s award-winning Help@Hand app, which provides unlimited mental health consultations for colleagues and their families.
• Awareness-raising initiatives such as their panel event The Stories We Don’t See.
• On-site and office-based activities.

Mental health support at Maersk

Maersk is a global leader in logistics services, and offers people the opportunity to grow and evolve in a truly diverse workplace. They believe supporting mental health and wellbeing is fundamental to helping colleagues thrive, both personally and professionally.  

Maersk has a range of resources and tools that empower colleagues to live well, work well, and be well while fostering a culture of care. For example:

• They aim to create a culture where everyone feels able to speak up and seek support when needed.
• Their EAP provides emotional, legal, financial and social wellbeing support to all employees globally.
• They foster connection and belonging through employee resource networks, such as MIX (Maersk Inclusion for Excellence) Networks, which support a range of inclusion topics, including mental health and wellbeing.

“We know that when colleagues feel supported and included, they are better equipped to manage challenges, build meaningful careers, and perform at their best,” a spokesperson explained. “That's why we view wellbeing not as a standalone benefit, but as an essential part of creating an environment where everyone can thrive.”

Supporting mental health at Mott MacDonald

Mott MacDonald is a leading engineering, management, and development consultancy and one of the world's largest employee-owned companies. "By continuing to invest in colleague wellbeing, we aim to foster a culture where people feel comfortable seeking help when they need it and confident that they will be supported when they do," a spokesperson said.

They aim to provide support that is accessible, practical, and available when it's needed most. Some of the ways they support colleague wellbeing include:

• A dedicated wellbeing hub and EAP that offers confidential guidance and access to professional support for a wide range of personal and work-related issues.
• A network of trained Mental Health First Aiders who provide a supportive first point of contact and can signpost colleagues to appropriate help and resources.
• Colleague-led wellbeing and inclusion networks that create opportunities for peer support, connection, and shared learning.
• Private community spaces where colleagues can connect with others who have similar lived experiences in a safe and supportive environment.
• Ongoing efforts to create an inclusive workplace culture where people feel supported, valued, and able to be themselves.

How TUI Group supports mental health

TUI Group is a leading global travel and leisure experience company counting over 60,000 brilliant colleagues worldwide.

Their mental health and wellbeing support includes:

• An EAP, which gives colleagues access to confidential support when they need it, including counselling and guidance around areas such as bereavement and trauma.
• A Mental Health Awareness Toolkit, designed to help colleagues and managers better understand mental health and feel more confident supporting themselves and others.
• A Mental Health Employee Network Group called Mind Matters Network. It’s a welcoming, inclusive community for anyone impacted by mental health challenges, whether through their own experiences or those of someone close to them. The network provides a supportive space to share experiences, signpost useful resources and, importantly, help normalise conversations around mental health and reduce stigma.

Mental health support at United Utilities

“We all have mental health, just as we have physical health, and we need to look after it,” explained Bryony Littler, Health & Wellbeing Business Partner at United Utilities. “With around 1 in 4 adults in the UK experiencing a mental health problem in any given year, creating a happy and healthy workforce is really important to us. We want to normalise conversations around mental health and wellbeing so colleagues feel comfortable speaking up and accessing support when they need it. Ultimately, it’s about creating an open, honest and welcoming workplace where people feel supported and empowered to thrive.”

United Utilities does this by working collaboratively with the Hub of Hope, encouraging colleagues and customers to use the mental health support directory to find and access different types of support. They also have Mental Health First aiders that can provide colleagues with accessible, peer-led support and promote a culture of openness around mental health wellbeing.

Supporting mental health at Veramed

Veramed is a Clinical Research Organisation (CRO) that supports biotech and pharmaceutical clients with their clinical studies across the drug development lifecycle. For them, supporting mental health isn't limited to one week or campaign; it’s about keeping the conversation going and making sure their people know support is there when they need it.

Veramed has a network of Mental Health First Aid (MHFA) Champions based across their regions. They encourage wellbeing, help reduce the stigma around mental health, provide a non-judgemental listening ear, and signpost colleagues towards appropriate support and services. The Champions also meet regularly to discuss how they can support people across the organisation and provide regular mental health communications. 

Veramed also has a Happy Jar initiative, which encourages employees to fill a jar with happy memories, achievements, compliments, favourite quotes and gratitude notes, creating a personal source of positivity to revisit on challenging days. 

And for World Mental Health Day, Veramed asked employees around the world to share the small everyday habits that support their wellbeing, helping colleagues inspire one another with ideas they genuinely use. You can see their answers here.