Report on mental health in the workplace calls for training for line managers

London, 4 October 2016

Maudsley Learning at Work welcomes Business in the Community’s report on National Employee Mental Wellbeing which was released today. The report highlights the current lack of awareness within the workplace and recommends investment in training for line managers in addressing the stigma of mental health.

This supports Maudsley Learning at Work’s belief that if we are to change the culture of silence around mental health in the workplace, line managers must be given the training in leadership skills to create an environment where mental wellbeing can be discussed as openly as physical health, preventing ‘issues’ becoming ‘illness’.

According to the research1 a majority of employees have been affected by symptoms of poor mental health. 77% say that they have experienced symptoms of poor mental health at some point in their lives and 29% have been diagnosed with a mental health condition. Despite this there is a pervasive culture of silence with only 25% of employees stating that they approached someone at work for support. Managers are having to respond to something that they know little about and whilst 76% of line managers believe employee wellbeing is their responsibility, only 22% of managers have received some form of training on mental health at work

“The Maudsley Learning at Work training is specifically designed for the workplace to de-mystify mental health, reduce stigma and improve employee engagement and productivity, which has a direct impact on the organisation,” says Charles Elvin, Chair of Maudsley Learning at Work.

“Research consistently shows that employees don’t feel that they can approach their managers with issues concerning their mental health and that managers feel they need training to manage this conversation. This is exactly the area where Maudsley Learning at Work excels. We all have mental health, which moves along a continuum from wellness through to issues and may progress to illness and we need a level of understanding and awareness to have the confidence to manage this within the workplace. Progressive employers have been providing awareness training for health and wellness to their employees for many years, but there is an opportunity to provide this for mental health.”

Elvin’s team develop bespoke training solutions, structured to reach all individuals within an organisation increasing literacy around mental health and may incorporate mental health first aid – what to look out for and how to respond to a crisis and mindfulness training, alongside line management skills, particularly listening and communication skills, which together begin to change culture.

Media enquiries:

For more information, please call Maudsley Learning at Work, Head of Marketing, Alison Pay on 07767 435875 or email

Notes to Editors

Maudsley Learning at Work is a community interest company. Our mission is to reduce stigma around mental health in the workplace. We do this through providing world class, facilitated training to individuals at all levels within an organisation to understand, manage and promote mental health.
We are a subsidiary of the Maudsley Charity, a global leader in research, education and investment in mental health and wellbeing. The Maudlsey Charity’s trustee is the South London and Maudsley NHS Trust. The Maudsley name has a proud heritage and embodies an ethos of collaboration between ground-breaking academic research and expert clinical treatment and teaching in mental health. As part of the Maudsley family we work closely with the Kings Health Partners and the Institute of Psychiatry, Psychology and Neuroscience. Maudsley Learning at Work is the trading name for Maudsley B2B CIC, a Community Interest Company registered in England and Wales. Registration number 9925186

A copy of the report is available here:
1 Business in the Community’s National Employee Mental Wellbeing survey is a comprehensive assessment of workplace mental health in the UK. Participants took part via a YouGov panel survey (3,036 respondents) and a public open survey (16,246 respondents). In this report the experiences of thousands of men and women currently in employment are shared, from front line workers to directors and senior managers, specifically leading with the YouGov panel data that is representative of UK employees. Throughout the report reference is made to the open survey as a verification of the panel data – in some cases amplifying and reinforcing it.

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