How to Talk About Mental Health at Work – Without Making it Awkward

Mental health belongs at work.

 

Here’s how you can speak up, listen well and build a more supportive workplace.

 

Struggling to start the mental health conversation at work? Learn how to open up, support colleagues and create a culture where honesty is safe. 

 

Why Mental Health Still Feels Hard to Talk About at Work  

You’re in a one-on-one with your manager, and they ask, “How are you doing?”

You pause. 

You could say: “Honestly? I’ve been feeling overwhelmed lately – my motivation’s dipping, my sleep’s off, and I’m running on fumes.”

Instead, you smile and say:

“Good! Busy, but all good.”

Even today – with everything we know about mental health, burnout, and the pressure modern work can place on people – these conversations still feel tricky. We know they matter. We just don’t always know how to start them. 

We worry about oversharing. About coming across as unprofessional. About being judged, met with award silence or worse, unhelpful advice. 

But, avoiding mental health conversations at work doesn’t protect professionalism, it protects stigma.

In this blog article, we’ll explore how to make mental health conversations at work feel less intimidating – and more human. You’ll find:

• Way to open up without oversharing
• Tips for responding to a colleague in distress
• Guidance on how to respond supportively, not awkwardly
• And why normalizing the phrase “I’m not okay” is one of the most powerful things a team can do.  

Let’s talk about how to talk – without making it weird. 

Because when we sidestep these conversations, we quietly maintain the status quo and quietly reinforce the idea that mental health conversations are off-limits. 

 

And silence, especially at work, is never neutral. 

Silence is Not Neutral – How Avoiding the Conversation Fuels Stigma

You notice a colleague has gone quiet. They’re missing calls, staying off camera, not quite themselves. You wonder if something’s up – but you hesitate. You don’t want to overstep. You tell yourself maybe it’s a busy week. Maybe it’s personal. Maybe some else will check in. 

So, you say nothing. 

This is a relatable and familiar moment for many. And a risky one. Because when mental health is not addressed, or even acknowledged, the silence doesn’t just fill the gap. It sends a message: This isn’t something we talk about here. 

And the cost of that silence is real.

According to the World Health Organisation, 15% of working-age adults are living with a mental health condition at any given time. In Australis, mental ill-health is one of the leading causes of long-term work absence and reduced productivity. 

Yet in many workplaces, it remains invisible – unspoken, unsupported, and misunderstood. 

The result?

• Managers miss the early signs of burnout of distress. 
• People mask how they’re really doing to protect their reputation.
• Teams lose the trust that comes from honesty, empathy and connection. 

Creating a mentally healthy workplace doesn’t require big, dramatic conversations. It starts with making space for small, honest ones. 

Silence might feel easier, more comfortable. But it quietly shapes the culture – and not for the better.  

 

How to Open Up About Your Own Mental Health – Without Oversharing 

Creating a culture that supports mental health starts with moments of honesty. And sometimes, that moment begins with you. 

Speaking up about your own mental health doesn’t mean sharing everything. It means sharing something – clearly, appropriately, and in a way that invites support rather than sympathy.

You don’t have to explain your history or disclose a diagnosis. You are in full control of the personal information you wish to share. You can name what you’re feeling and detail the support you need, while still keeping personal boundaries intact. 

 

Here are a few ways to open up at work without oversharing:

• “I’ve been feeling stretched a little thin this week, and it’s affecting my concentration.”
• “I’m managing alright, but I’ve been under pressure outside work and it’s weighing on me.”
• “I could use a little flexibility today – my energy’s a bit low.”

Each of these statements is grounded, respectful, and honest. They signal where you’re at without explicitly giving reasons for why you’re there. 

If you’re unsure where the line is, try this rule of thumb:

|| Share what’s relevant, not what’s raw. ||

 

Here’s what that looks like in practice:

Let’s say you’re supporting a sick parent and it’s taking a toll. 

Instead of saying,

“I’ve been up all night worrying about my dad’s treatment. I haven’t slept. I’m barely coping, and I feel like I’m falling apart.”

You could say:

“I’ve had a lot going on personally, and it’s impacting my focus. I’m doing my best to stay on top of things, but I may need more flexibility over the next few days.”

It’s honest. It’s human. And it stays within professional bounds. 

Linking your experience to a workplace need – like more time, fewer meetings, or just a heads-up on bandwidth – keeps focus clear. It also models something powerful: that mental health is a valid, professional reason to speak up. 

Because when one person opens up, it often invites others to do the same.

That means you won’t always be the one speaking. Sometimes, you’ll be the one listening.  

Supporting a Colleague – Do’s and Don’ts of Responding Well 

Someone opens up to you at work. 

They say they’re overwhelmed. That they’re not sleeping. That something personal is making it hard to focus. 

Now what?

Even with the best intentions, many of us freeze in these moments. We panic about saying the wrong thing or asking an inappropriate question. We rush to offer solutions. Or we retreat into awkward silence.

But supporting a colleague doesn’t mean having all the answers. It means showing up with empathy, curiosity and care. And all this starts with listening. 

 

✅ Do: Hold space, don’t fill it 

You don’t need the perfect response. A simple “That sounds really tough – I’m glad you were able to share it with me” can be more powerful than any advice. 

Allow them to share at their own pace. Resist the urge to jump in, fix, or relate it back to your own experience. 

 

✅ Do: Ask what support would help – don’t assume 

Try:

| “Would it help to talk about ways we could ease the load this week?”

| “Is there anything I can do to support you right now?”

Sometimes just asking is the support your colleague might need. 

 

✅ Do: Respect boundaries – don’t push for details

If someone shares, that’s already a leap of trust. Don’t ask for more than they’re ready to give. Trust that what they’ve shared is enough.

But let them know that they can come to you if they need support, or just a sounding board. 

 

✅ Do: Follow-up – don’t drop the thread 

A quick check-in a few days later signals you meant what you said. It helps build safety and trust over time. 

| “Just wanted to check in – how are you doing this week?”

 

❌ What to avoid 

• “Oh! Do you know what you should try… (Unsolicited advice can feel dismissive)

• “Everyone’s stressed these days.” (Minimising language shuts people down.)
• “At least it’s not as bad as…” (Comparing struggles helps no one)

Most people don’t expect you to be their therapist. They just want to feel seen, heard, and not judged. 

You don’t have to say the perfect thing. You just have to be there – to listen and to support. 

 

When these conversations are handled well, even in small moments – they start to change the culture. 

Because the goal isn’t just supporting one person. It’s building a culture where honesty isn’t risky – and where mental health conversations aren’t taboo. 

 

Creating a Culture Where “I’m Not Okay’ is Okay

To create a workplace where people feel safe to talk about mental health doesn’t require big workshops or major HR statements or announcements. It’s defined by day-to-day interactions – in how we respond, how we check in and what we make room for. 

🌟 It starts at the top 

When managers acknowledge their own limits, set boundaries around availability or say “I’ve been feeling off lately too”, they send a powerful signal: It’s ok to be human here. 

You can share only as much as you feel comfortable doing. But even simple behaviours – blocking time for mental breaks, skipping video for some call, excusing yourself from back-to-back meetings – can help normalise healthier rhythms.

🌟 Check-ins are normal, not a big deal 

You don’t need a crisis to ask how someone’s doing. A quick “You’ve seemed quiet – want to talk” or “How are you managing with your workload?” goes a long way. 

Over time these questions stop feeling awkward – and start feeling expected. 

🌟 There is room for real boundaries 

Encouraging people to take mental health days, setting norms around response times, and respecting breaks (including lunch!) helps build a workplace that prioritises recovery, not just resilience. 

🌟 Mental health isn’t treated like a weakness 

When someone takes time off for reasons of mental health – or works differently to manage it – they’re not seen as fragile or less capable. They’re supported with the same seriousness we’d apply to any health-related need. 

The goal isn’t to turn work into therapy. It’s to create a space where openly saying “I’m not okay” isn’t a risk – but a signal that support is available, and no one has to carry it alone. 

 

Small Conversations, Big Impact

Mental health conversations don’t need to be dramatic to make a difference. 

In fact, the most powerful shifts often start in small, quiet moments:

• A team leader who shares they’re not 100%
• A colleague who checks in without making it awkward
• An employee who says “I could use a little support this week”

These are not grand gestures. They are culture-building moves. 

 

When we refer to mental health at work – clearly, respectfully and without fear – we make it easier for others to do the same. 

So, whether you’re speaking up, listening, or leading a team, remember this:

You don’t need the perfect words. You just need the courage to go first. 

Let’s make it normal to say, “I’m not okay” – and safe to hear it, too. 

 

To learn more about how Blue Kite can help to make mental health conversations ‘business as usual’, get in touch with Catie Paterson Blue Kite  today.