Time to Talk Day, which takes place on 5 February this year, aims to encourage more open conversations about mental health, including in the workplace. For employers, the day provides an opportunity to reflect on how mental health is addressed within their organisation and to consider practical steps that support employee wellbeing. We outline why the initiative may be relevant for employers and highlight some straightforward ways organisations can engage.
Time to Talk Day aims to encourage discussions on mental health in a variety of settings, whether that be in the workplace, community or with family and friends. Since its launch 12 years ago, the day has sought to create an environment that allows people to share their experiences and mental health journeys without fear of judgment.
Facilitating these conversations is particularly important in light of a recent Trade Union Congress (TUC) survey, which revealed that there is an unprecedented level of workplace stress. The TUC declared a work-related stress “crisis” as Health and Safety Executive statistics showed that the UK economy lost 22 million working days due to stress in 2024/2025.
As in previous years, the Time to Talk Day initiative is run by both Mind and Rethink Mental Illness in England and extends across the UK with the collaboration of Scottish Action for Mental Health and See Me in Scotland, Inspire in Northern Ireland and Time to Change Wales.
How organisations can get involved
There are several ways employers may choose to engage with Time to Talk Day, depending on the organisation’s size, culture and resources.
- Use existing resources: The organisers have tailored the Time to Talk Day resources pack (available here) for employers. It includes practical ideas to facilitate mental health conversations at work.
- Create opportunities for informal discussion: This might include hosting a breakfast in the office, encouraging colleagues to take a coffee break together or arranging a low-key after-work social where employees can talk about mental health.
- Promote openness through internal channels: Use internal communications such as internal newsletters, webinars or team meetings to signpost Time to Talk Day and reinforce the organisation’s support for conversations about mental health.
- Support awareness and understanding: Provide training sessions or workshops to help raise your staff’s awareness of mental health issues, address stigma and provide employees with guidance on how to support one another.
- Set the standard: Where managers are comfortable doing so, their participation can help to demonstrate that the organisation recognises mental health is an important aspect of workplace wellbeing.
- Listen and respond: Use surveys or informal feedback to understand employees’ mental health and wellbeing needs. Communicating how you are considering or acting upon feedback can help to build trust.
- Signpost support: Ensure that employees are aware of available mental health resources and know where to go for professional help if they need it.
The importance of employer engagement
Initiatives such as Time to Talk Day can provide a useful prompt for employers to reflect on how mental health is addressed within their organisation and whether existing approaches remain effective. While a single campaign will not resolve workplace wellbeing challenges, visible and thoughtful engagement can form part of a broader, ongoing approach to supporting mental health at work. Employers may also wish to draw on insights from previous initiatives, such as Mental Health Awareness Week, to help shape proportionate and sustainable wellbeing strategies.
Participation may also have wider benefits, including supporting employee engagement, retention and inclusion, and reinforcing a positive workplace culture. For many employers, visible involvement in recognised campaigns can form part of a broader approach to demonstrating responsible leadership and a sustained commitment to employee wellbeing.
