When mental health challenges show up at work, they are not always easy to identify. HR and people managers are often the first to notice something is off, but many don’t feel equipped to respond in a way that is supportive, safe and appropriate. That’s why mental health training is crucial for HR and managers.
Primeros auxilios en salud mental en el trabajo (MHFA at Work) helps close the gap by teaching employees how to recognize and respond to the signs of a mental health or substance use challenge. This evidence-based, skill-building course creates confidence in managers, reduces mental health stigma in the workplace and strengthens organizational culture.
Workplace mental health challenges are increasing across industries, making workplace support essential. Stress, burnout, anxiety, depression and substance use challenges affect performance, retention and team dynamics. Supporting mental health isn’t just something that’s nice to have. It’s central to effective leadership.
- 35% of employees report their job has a negative effect on their mental health (SHRM).
- 55% of employees say their employer thinks their workplace is mentally healthier than it actually is (American Psychological Association).
- ~ $1 trillion in productivity is lost per year due to depression and anxiety (12 billion workdays) (Organización Mundial de la Salud).
Recognizing Mental Health Challenges
HR and people managers aren’t clinicians or mental health experts, and that’s OK. You don’t need to diagnose what someone is experiencing to support them — but you do need to be able to recognize the signs of mental health issues at work and know how to respond.
Workplace mental health warning signs can appear in many ways that aren’t always obvious. Here are some warning signs that a coworker may be struggling with their mental health:
- A noticeable change in performance, reliability or communication
- Withdrawal from meetings, collaboration or social connection
- Increased irritability, conflict or emotional reactions that are unusual for them
- Frequent absences, late arrivals or signs of exhaustion and overload
- Sharing they are struggling or hinting at a mental health or substance use concern
These problems may be more prevalent than you expect. Employee burnout — a state of exhaustion and reduced effectiveness due to chronic job stress — has become the norm for many teams.
- 71% of workers report feeling burned out.
- 65% report struggling with employer demands on their productivity (Upwork).
- 1 in 3 say they will likely quit their job in the next six months because of burnout or being overworked (Upwork).
When leaders avoid the conversation about workplace stress and burnout, employees can feel unseen and unsupported. When leaders handle it poorly, employees may feel stigmatized.
The goal is a response that is supportive and practical: notice, approach, listen and connect a person to appropriate help. That’s where MHFA at Work comes in.
How MHFA at Work Empowers HR and Managers
Most organizations already offer support like health benefits and an Employee Assistance Program (EAP). However, these resources typically rely on a struggling employee to self-identify, advocate and take action on their own.
MHFA at Work helps fill the missing middle piece. Managers and employees will be empowered to recognize signs of mental health and substance use challenges, start safer conversations and guide someone toward appropriate support.
For HR, it strengthens a broader mental wellbeing strategy with a scalable training pathway. For people managers, it provides clear steps and language to respond with confidence without overstepping.
MHFA at Work vs. Traditional Manager Training
Traditional manager training usually focuses on performance, coaching, feedback, conflict and policy compliance. MHFA at Work is different because it builds an evidence-based skill set to help struggling coworkers get the help they need — in a safe and workplace-appropriate way.
- It supports culture change: Reducing stigma and increasing shared language makes it easier for employees to seek help and use existing benefits like EAPs.
- It’s about early identification and support: MHFA helps managers notice warning signs and start a conversation sooner, before issues become crises.
- It provides a clear action framework: Participants learn practical steps to approach, listen and connect someone to appropriate resources.
- It reinforces boundaries: MHFA emphasizes what managers should (and should not) do — managers are coworkers, not therapists — while still being supportive.
Implementing MHFA at Work: Steps for HR
MHFA at Work is a scalable training solution. HR teams can choose training options to build a shared baseline across the workforce and deeper skill-building for managers and designated helpers.
- MHFA at Work Intro is a 2-hour, self-paced online course that introduces workplace wellbeing practices and teaches employees how to notice and reduce stigma — so mental health becomes a shared responsibility, not a taboo topic.
- Recommended: train all employees with MHFA at Work Intro.
- MHFA at Work Certification is a 4-hour, instructor-led course that helps managers, HR professionals and selected employees practice the skills to recognize and respond when a coworker may be experiencing a mental health or substance use challenge. Participants leave certified as Mental Health First Aiders.
- Recommended: train 7% of employees (about 1 in 15) in MHFA at Work Certification. Organizations with fewer than 350 employees should train at least 25.
- MHFA at Work Champion is a 1.5-hour workshop that helps select employees serve as visible champions for mental wellbeing — reinforcing resources, sharing helpful practices and supporting a culture where people feel comfortable seeking help.
- Recommended: train 1% of employees as MHFA at Work Champions. Organizations with fewer than 350 employees should train at least five.
- MHFA at Work Transform is a 2-hour workshop where leaders and HR professionals examine how mental health and substance use challenges affect the workplace, assess the current state, clarify goals and build a practical mental wellbeing plan.
Evidence-based Results of MHFA at Work
To understand our impact, the National Council for Mental Wellbeing published an evaluation summary on MHFA at Work trainings.
- 88% of participants said MHFA is relevant to their daily lives.
- 75% of participants said the training increased their mental health knowledge.
- 95% of participants said they are confident they can help a coworker and intend to take action.
MHFA at Work is flexible, private and relevant, and it’s delivered by experienced trainers.
Building a Supportive Workplace Culture
You can’t prevent every mental health challenge — but you can prevent employees from feeling alone, misunderstood or unsupported when challenges show up at work. MHFA at Work gives HR and managers practical, evidence-based skills to recognize concerns earlier, respond with empathy and boundaries and connect people to the right resources.
The views expressed in this presentation are provided for informational purposes only. They do not necessarily reflect the opinions or views of the National Council for Mental Wellbeing, its employees or partners.
