5 ways to make men's mental health a key focus of your wellbeing strategy

A culture of openness needs to be fostered to combat the stereotype of masculinity that refuses to ask for help.

Each year, one in four adults in the UK experience a mental health problem.

Mental health isn't just about diagnoses such as anxiety or depression - it's about how people feel, how connected they are, how much purpose they find in their day-to-day, and whether they can live well, even when under pressure.

The National Wellbeing Dashboard - used by the Office for National Statistics - tracks mental wellbeing across a range of 59 wellbeing measures, including life satisfaction, physical health, sense of purpose and belonging, feeling safe, and financial security.

According to Mind's Big Mental Health Report, these measures are in decline across the board, with men in particular showing lower levels of life satisfaction, higher feelings of isolation, and a marked reluctance to seek support.

Despite growing awareness, men's mental health remains an overlooked part of many workplace wellbeing strategies.

Cultural norms, stigma, and traditional views of masculinity often prevent men from speaking up or seeking support.

Truly supporting men’s mental health means creating a culture where openness is encouraged, and support feels safe, relevant and accessible.

For HR leaders, that means designing inclusive strategies that reflect how men experience and express emotional challenges.

Here are five practical ways to make men’s mental health a core part of your wellbeing approach:

1. Train managers to spot the subtle signs

Managers are on the front line - but often miss signs of male mental health struggles because they don't present in "typical" ways.

As Mind's report highlights, men may not say they're anxious - but might instead withdraw, work excessively, or express frustration.

It's also vital that managers feel safe to talk about their own wellbeing - creating a ripple effect of openness and trust. Effective manager training should focus on:

Recognising non-obvious signs of distress in male employees
Having respectful, private check-ins that match men's communication preferences
Knowing when and how to refer someone for further help - including through your organisation’s benefits platform, where mental health resources and support pathways should be easy to access and clearly signposted

2. Offer comprehensive financial wellbeing support

Financial stress is one of the leading contributors to poor mental health among men, with 45% of men admitting to avoiding discussions about money entirely, compared to 36% of women.

The link between financial health and mental wellbeing is particularly strong for men who identify as primary breadwinners.

Consider offering:

Financial education workshops focused on practical money management
One-to-one financial coaching services with male-friendly messaging
Salary finance options that reduce high-interest debt
Emergency savings solutions that build financial resilience - all of which can be integrated into your benefits platform for easy access and high visibility

3. Develop targeted support for life transitions

Major life changes (fatherhood/marriage/divorce/career changes etc) can be particularly challenging for men, who often lack the social support networks to navigate transitions effectively.

According to Mind's research, periods of significant change correlate with heightened risk of mental health challenges for men.

Consider implementing:

Dedicated father-focused parental support packages through your benefits platform
Career transition coaching for men facing role changes or redundancy
Resources specifically addressing divorce or relationship breakdown
Peer mentoring programmes connecting men who have navigated similar transitions

4. Partner with men's mental health charities

Specialised charities such as the Samaritans, Mind, and Mental Health First Aid England bring valuable expertise and credibility to workplace mental health initiatives, particularly around men's unique challenges.

These partnerships can transform how male employees perceive mental health support.

Effective charity partnerships might include:

Co-branded resources integrated into your benefits platform
Regular awareness sessions with charity representatives
Training for mental health champions with male-specific focus
Fundraising activities that normalise conversations about men's wellbeing

5. Implement regular "Wellbeing MOTS"

Just as we expect regular check-ups for our physical health, normalising mental wellbeing check-ins removes stigma and catches issues before they escalate.

Research shows men are more likely to engage with structured, routine processes than ad hoc support.

Your wellbeing MOT programme might include:

Quarterly digital wellbeing assessments through your benefits platform
Structured follow-up pathways based on assessment results
Manager training on facilitating effective wellbeing conversations
Clear signposting to relevant benefits based on individual needs

Building a workplace where men's mental health isn’t an afterthought

Men's mental health has long been overlooked in corporate wellbeing strategies — but the cost of ignoring it is high.

From increased absenteeism to diminished morale and productivity, the effects ripple far and wide.

A comprehensive benefits platform that incorporates these approaches not only demonstrates your commitment to men's mental health but delivers measurable improvements in engagement, wellbeing, and productivity across your entire organisation.

By implementing thoughtful, practical strategies that account for how men experience and seek support, you can create a workplace where everyone thrives - and where silence around mental health becomes a thing of the past.