It’s Mental Health Awareness Week 2025, and the theme this year is community. That’s a timely reminder that workplace mental health isn’t just about policies – it’s about people. I originally wrote my ultimate comprehensive guide to mental health in the workplace, but the world (and the law) has moved on. I’ve updated the main article, but’s here is a quick look at what small businesses need to know about managing mental health at work in 2025 – legally, practically and humanly.
Five key things every small business should know about mental health at work
Mental health issues can be disabilities – and that means legal duties
Conditions like anxiety, depression and PTSD may amount to a disability under the Equality Act 2010. If someone is considered disabled, employers must not discriminate and must consider reasonable adjustments to help them do their job.
The legal definition of disability has been expanded to focus more on whether a condition prevents someone participating fully in working life. That means more employees may now be protected – even without a formal diagnosis.
Reasonable adjustments aren’t just a corporate luxury
Small businesses often think that adjustments are complex or costly. In reality, they can be simple – changing working hours, allowing home working, or removing stressful tasks temporarily. The key is to talk early and openly.
New ACAS guidance gives practical examples and confirms that adjustments may still be expected even where the legal definition of disability isn’t strictly met.
A policy is good. A culture is better.
There’s no point having a stress or mental health policy that no one reads, or that punishes absence for mental health. Employers must go beyond the paper. If you have a policy, well done, but just ask yourself – does this policy encourage disclosure, or scare people into silence?
Stress isn’t “just part of the job” – it’s a potential claim
The world has definitely moved on here. Where before stress was “just part of the job” and employees should be “more resilient” – Stress at work can lead to grievances, discrimination claims, personal injury and even constructive dismissal.
It’s often a sign something isn’t working – excessive workload, poor management, unrealistic deadlines.
Between 2021–2022, there were over 12,000 tribunal and early conciliation cases where mental health was a factor. That’s not a fluke. It’s a growing risk.
You’re not alone – support is out there for businesses too
Employers are expected to support staff, but that doesn’t mean going it alone. The government and NHS now provide better support for managing mental health at work, including return-to-work help.
The Government brought in its WorkWell Programme, a funded initiative offering tailored plans and occupational health support for people with health conditions.
What should small businesses do now?
- Review your policies – are they up to date, legally compliant and practically usable?
- Train managers – they’re often the first to notice if something’s wrong.
- Talk early – open communication is your best prevention tool.
- Document well – if you’re making adjustments, record them.
- Be human – it’s not about legal boxes, it’s about real people in real workplaces.
Creating a supportive workplace isn’t just the right thing to do – it’s good risk management, good people management, and good business.
If you’d like a review of your policies or advice on a current issue, feel free to get in touch.
