Steps to Add Mental Health First Aid to Policies

Want to make your workplace mentally healthier? Start with Mental Health First Aid (MHFA).
MHFA is about providing immediate support for mental health challenges, just like physical first aid does for injuries. It helps reduce stigma, encourages early intervention, and connects employees to professional help.

Here’s a quick guide to integrating MHFA into your workplace:

• Evaluate readiness: Assess your organisation’s mental health culture and identify gaps in current policies.
• Secure leadership buy-in: Build a business case with clear ROI. For instance, mental health initiatives can return £6.30 for every £1 spent.
• Create a policy framework: Define roles, responsibilities, and protocols for Mental Health First Aiders.
• Train your team: Use accredited trainers and tailor the programme to your workplace needs.
• Embed MHFA into policies: Align MHFA with existing wellbeing programmes and make it visible to employees.
• Track and improve: Measure success using KPIs like absenteeism, engagement, and stigma reduction.

Why it matters: 1 in 6 UK workers faces mental health challenges, costing businesses £35 billion annually. Implementing MHFA can improve employee wellbeing, reduce absences, and boost productivity.

Step 1: Check if Your Organisation is Ready

Before diving into Mental Health First Aid (MHFA) training, it’s crucial to evaluate your organisation’s current approach to mental health support. This initial assessment sets the stage for meaningful improvements.

Take this into account: while 89% of employees reported facing mental health challenges in the past year, there’s often a mismatch between what employers think they’re providing and what employees actually experience. For instance, only 45% of HR leaders feel their support is sufficient, compared to just 29% of employees who agree[12].

An organisation is ready for MHFA training when its leadership acknowledges that mental health deserves the same attention as physical health[6]. In the UK, employers have a legal obligation to protect their employees’ health, safety, and welfare - this includes mental health. The Health and Safety Executive (HSE) guidelines highlight that psychological risks should be addressed with the same seriousness as physical ones[6]. Signs of readiness include leadership commitment, alignment with workplace policies, and a thorough understanding of your organisation’s unique needs[8]. Creating a culture where mental health discussions are normalised is another key indicator[7].

Run a Mental Health Needs Assessment

A mental health needs assessment helps you identify the specific challenges your employees face and the type of support they require. The HSE framework is a useful tool for assessing factors like the nature of work, potential hazards, workforce demographics, accident records, and the needs of remote workers[14].

Here are some statistics to keep in mind: 75% of employees report experiencing low mood, 62% feel pressured to work despite burnout or mental health struggles, and 56% hide their struggles to avoid being seen as weak[13]. Meanwhile, 60% of managers feel an increasing responsibility to address mental health, but only 23% feel prepared to handle such conversations[13]. To gain deeper insights, consider holding listening sessions or focus groups to better understand the unique challenges your workforce faces[11].

"Positive mental health at work is complex, influenced by a host of personal, social, economic and workplace factors." – Acas[9]

Your assessment should also highlight any adjustments employees need to perform their roles effectively. Tailoring these evaluations to specific job profiles ensures that the support provided is both relevant and impactful[10].

Find Gaps in Current Policies

Once you’ve identified your workforce’s needs, compare them with your existing policies and support systems. This process often uncovers significant gaps. For example, only 36% of employees feel their workplace benefits sufficiently address mental health, 81% believe stronger benefits are necessary, and 58% see their employer’s mental health efforts as superficial[13].

Look at your organisation’s accident and illness records to spot trends, and use HSE guidance to review how well current first-aid arrangements address mental health concerns[16][15].

Communication is another area to examine. Although 88% of employees think work culture should actively encourage the use of mental health resources[13], many organisations struggle to clearly communicate what’s available and how to access it. This issue is highlighted by the fact that 50% of employees feel more comfortable discussing mental health with an AI chatbot than with their HR department[13]. Finally, make sure your policies not only address mental health crises but also focus on prevention and early intervention - these are just as important as supporting recovery[7].

Armed with these insights into your workforce’s needs and the gaps in your current policies, you’ll be ready to move on to the next step: gaining leadership support and securing the necessary budget (Step 2).

Step 2: Get Leadership Support and Budget Approval

Getting leadership on board is a must for the success of Mental Health First Aid (MHFA) programmes. Without their backing, even the most carefully designed initiatives can fail. Research highlights that 92% of employees find it important to work for a company that prioritises emotional and psychological well-being[25]. Yet, despite this awareness, many organisations struggle to turn good intentions into meaningful action.

When leaders actively support MHFA, it sends a clear message: mental health is just as important as physical safety. This approach not only helps to reduce stigma but also encourages employees to take advantage of the support available[5]. Leadership involvement goes beyond securing funding - it’s about creating a culture where mental health is openly discussed and prioritised. In fact, poor communication from leadership has been linked to a 23% higher risk of mental health issues among employees[27]. Simply put, visible and engaged leadership is critical for success.

Create a Business Case

To secure leadership buy-in, you’ll need a strong business case that ties financial data to the human impact of mental health challenges. For example, mental ill-health costs UK employers up to £45 billion annually[18], with presenteeism (working while unwell) contributing to costs that are four times higher than those of direct absences[17].

Start by gathering internal data - look at absence rates, employee surveys, and the usage of current benefits[17]. Conversations with line managers can also reveal how confident they feel handling mental health discussions[17].

ROI figures can be a powerful addition to your case. For instance, proactive mental health training yields an average return of £6.30 for every £1 spent[17], and MHFA training specifically offers an ROI of 1:9.98[19]. By contrast, reactive measures like Employee Assistance Programmes typically deliver a much lower ROI of less than 2:1[21].

"The question should be 'If I invest this – and it could be time, money or a training investment – what value am I going to get from it?' It might not be a monetary value. It might be an increase in staff retention, it might be a decrease in presenteeism so your productivity goes up; it might be an increase in team morale, or it might be an increase in engagement."
– Mark Winwood, Director of Psychological Services, AXA PPP healthcare[20]

Additionally, 88% of professionals consider an employer’s mental health policies when deciding on a job[17]. This makes MHFA not just a tool for employee well-being but also a competitive edge in recruitment and retention. Sharing examples of other organisations that have successfully implemented mental health strategies[20] and aligning your proposal with your company’s core values can further strengthen your case.

A pilot programme can be a good starting point. It allows you to demonstrate impact on a smaller scale before rolling out a full programme[19]. This approach keeps initial costs low while providing evidence to support future budget requests. Ultimately, investing in MHFA doesn’t just save money - it fosters a workplace culture that prioritises mental health.

Plan Your MHFA Training Budget

When planning your budget, it’s important to consider all associated costs - not just the training fees. Factor in time off for participants, potential backfill costs, and the resources needed to maintain the programme over time. MHFA England offers courses at different price points[23], but the overall investment extends beyond the initial training.

For every £1 spent on creating a mentally healthy workplace, businesses can expect a return of around £2.30[24]. Real-world examples illustrate the impact: Beyond Blue partnered with a major bank to roll out MHFA training, which led to a 30% drop in mental health-related absenteeism and improved employee engagement scores[24]. Similarly, an Australian construction company that included MHFA in its safety protocols saw a 25% reduction in turnover rates[24].

"Healthier employees are more productive, and therefore generate a better output and return on investment. Working in a supportive environment engages employees, which in turn has a beneficial impact on a business's reputation, as more people will want to work for a supportive, caring employer."
– Kelly Feehan, Service Director, CABA[20]

To get the most out of your investment, consider training managers and team leaders first. They are often in the best position to support their teams effectively[22]. Another strategy is to integrate MHFA training with existing safety protocols or professional development programmes, which can help distribute costs more efficiently.

Supportive workplaces can achieve up to a 20% boost in productivity compared to less supportive environments[24]. When presenting your budget, frame it as an investment in both productivity and employee well-being, rather than just another expense.

Once you have leadership backing and a clear budget, you’ll be ready to move forward with creating a policy framework to guide your MHFA implementation.

Step 3: Create a Mental Health First Aid Policy Framework

Once you've secured leadership support and a budget, the next step is to craft a clear policy framework for integrating Mental Health First Aid (MHFA) into your workplace. This framework acts as a roadmap for assessing, responding to, and referring mental health concerns, ensuring employees receive timely and effective support [26].

Building this framework involves setting clear expectations, defining roles, and embedding MHFA into your workplace practices. It should strike a balance between being thorough enough to offer guidance and practical enough for day-to-day use.

Set Clear Roles and Responsibilities

Start by defining the roles within a cross-functional team. Outline specific responsibilities for Mental Health First Aiders, line managers, HR professionals, and senior leaders. Provide clear role descriptions, time commitments, and escalation protocols.

While Mental Health First Aiders are central to the programme, line managers are equally critical in recognising when an employee might need support and connecting them with the right resources. HR teams should understand how MHFA fits into existing employee support systems, and senior leaders must continue to champion the initiative.

Creating a supportive environment is key to enabling Mental Health First Aiders to perform their roles effectively. This includes offering comprehensive training, ongoing support, and clear guidelines on their responsibilities. It can also be beneficial to appoint a Mental Health Champion to oversee the programme, bridging communication between First Aiders, leadership, and external support services.

Your framework should also explain how employees can access support, what they can expect from the process, and how their confidentiality will be protected. Being transparent about roles and procedures builds trust and encourages employees to seek help when they need it.

Write Clear Protocols

Well-defined protocols form the backbone of any MHFA programme. These provide Mental Health First Aiders with step-by-step guidance for addressing mental health concerns, ensuring a consistent approach across the organisation.

Using the ALGEE action plan can help structure these protocols: Approach and assess risk, Listen nonjudgmentally, Give reassurance and information, Encourage appropriate help, and Support self-help strategies. Each step should include practical actions for crisis response, de-escalation, and referral processes.

Protocols should cover various scenarios that Mental Health First Aiders might face. For example, they should detail how to listen nonjudgmentally, recognise symptoms, and respond to crises using de-escalation techniques. Clear escalation procedures should also be outlined, including when to involve emergency services, senior management, or occupational health. Referral processes should list both internal resources, such as Employee Assistance Programmes, and external options like NHS mental health services, local counselling providers, and crisis helplines. These protocols should align with existing workplace policies, including those covering absence management, disciplinary actions, and health and safety.

Clarity is essential when communicating mental health policies. Using plain language and avoiding technical jargon ensures everyone can understand the protocols. Including practical examples can also help Mental Health First Aiders apply the guidelines in real-life situations.

This framework not only standardises responses but also serves as a foundation for the training and practical application of MHFA.

Regular reviews and updates are crucial. Organisations should establish a process for collecting and analysing feedback to ensure the framework remains effective and meets the evolving needs of employees.

"Our new guidance provides clear information to support employers in implementing Mental Health First Aid training in the workplace – ensuring that their first aid provision can effectively protect both the mental and physical health of their employees."

– Simon Blake OBE, Chief Executive of Mental Health First Aid (MHFA) England [28]

"As an employer that is incorporating Mental Health First Aid training into our wellbeing strategy we were pleased to share our insights as part of the development of this new guidance."

– Sally Evans, Wellbeing Lead at PwC [28]

With a solid policy framework in place, the next step is to roll out training and certification programmes to equip your Mental Health First Aiders with the skills they need.

Step 4: Set Up Training and Certification Programmes

Once your policy framework is in place, the next step is to equip your team with the skills they need to implement Mental Health First Aid (MHFA) effectively. This involves setting up proper training and certification programmes tailored to your organisation’s needs.

Choose Accredited Trainers

The success of your MHFA training largely depends on the trainers you choose. In England, MHFA England is the only licensed provider of Mental Health First Aid Instructor Training [29], making it straightforward for organisations to verify credentials.

When selecting trainers, ensure they are accredited by the appropriate MHFA body in your region - whether that’s MHFA England, MHFA Scotland, MHFA Wales, or MHFA Northern Ireland [30]. Trainers should have completed an MHFA Instructor training programme accredited by a recognised organisation, such as the Royal Society for Public Health [30].

Beyond accreditation, look for trainers with substantial experience in delivering MHFA courses [30][31]. Their ability to create a safe and trusted learning environment is crucial [30]. While not always essential, trainers with experience in your specific industry can add value by addressing sector-specific challenges. For instance, a trainer familiar with manufacturing might better understand the stressors unique to that environment.

MHFA England has updated its Instructor Training Programme to incorporate diversity and inclusion, ensuring it meets the needs of today’s workplaces [29]. Additionally, the course curriculum is informed by the Delphi Consensus Method, which includes input from individuals with lived experience of mental health issues, caregivers, and clinical experts [32].

To maintain training quality, establish a feedback mechanism for participants to share their experiences with the training or trainer [30]. This feedback helps identify areas for improvement and ensures the programme remains effective.

Employers must take responsibility for ensuring the trainers they select are fully equipped to deliver high-quality training [15]. Once you’ve chosen the right trainers, the next step is to adapt the training content to suit your workplace.

Adapt Training for Your Workplace

Tailoring the training to reflect your organisation’s specific challenges makes it more impactful. MHFA training offers flexibility, allowing you to customise course content, case studies, language, and terminology to align with your industry and workplace needs [33].

Start by identifying the unique challenges your employees face. These might include managing stress, building resilience, handling conflicts, or adjusting to workplace changes [34]. Incorporate these elements into training scenarios to make the sessions more relevant and engaging.

For example, Octopus Energy customised its training to focus on less experienced managers, using the Mental Health Skills for Managers course. This helped managers feel more confident in initiating conversations about mental health with their teams [33].

"We wanted our less experienced people managers to feel able to open up conversations about mental health with team members. This course was really helpful in laying down the foundations to give our managers both the skills and the confidence to start these potentially difficult conversations."
– Octopus Energy [33]

Depending on your workplace, you might consider adding modules that address specific mental health challenges. High-pressure environments could benefit from stress management training, while customer-facing roles might focus on handling difficult interactions and their mental health impacts [33].

Customise case studies to reflect real situations your employees might encounter. Replace generic examples with scenarios that mirror your organisation’s communication styles, challenges, and relationships. Include details about your internal support resources, such as Employee Assistance Programmes or occupational health services, so Mental Health First Aiders know exactly where to direct colleagues for help.

Language and tone should also match your workplace culture. Whether your organisation leans towards formal communication or a more casual approach, the training should feel natural and relatable to participants.

It’s worth noting that employers are legally obligated under Section 2 of the Health and Safety at Work etc. Act 1974 to ensure the health, safety, and welfare of their employees, including mental health [35]. This legal requirement underscores the importance of thorough and well-adapted training programmes.

Involve key stakeholders - like HR teams, line managers, and employee representatives - in the customisation process. Their insights can ensure the training addresses real workplace scenarios and integrates seamlessly with existing support systems.

Step 5: Add MHFA to Workplace Policies and Culture

Once your training is in place, the next step is to weave Mental Health First Aid (MHFA) into your workplace policies and daily practices. By doing so, MHFA becomes a natural part of your organisation’s support system, creating a workplace culture that prioritises both mental and physical wellbeing.

Connect MHFA with Existing Wellbeing Programmes

Rather than treating MHFA as a standalone initiative, align it with your existing wellbeing programmes. For example, MHFA can be integrated into wellness initiatives, safety protocols, or Employee Assistance Programmes (EAPs), forming a unified network that supports employees holistically [4].

Start by identifying how MHFA fits within your current offerings. If you already have occupational health services, ensure Mental Health First Aiders are familiar with referral processes. Similarly, train them to guide colleagues towards professional resources through your EAP. This alignment ensures that MHFA complements and strengthens your existing support systems.

Take inspiration from other organisations that have successfully embedded MHFA into their operations:

• Zachry Construction took a safety-focused approach, training field leads and safety officers in MHFA. Participants displayed stickers on their hard hats to signal their support, fostering trust and making it easier for colleagues to seek help. MHFA is now an integral part of their safety culture [4].
• Giant Eagle used a "train-the-trainer" model to accelerate implementation. They certified internal facilitators who then trained regional leaders. This approach ensured that knowledge and confidence spread quickly across the organisation [4].

These examples show how MHFA can be adapted to suit different industries and roles without disrupting existing systems.

To make MHFA accessible, clearly identify trained participants. This could involve using desk nameplates, email signatures, or internal directories to highlight their certification. Visibility is key to ensuring employees know where to turn for help.

Beyond integration, think about the broader impact. Organisations that prioritise mental health often see reduced absenteeism, higher engagement, and improved productivity [3]. These outcomes underline why MHFA should be seen as a strategic priority rather than an optional add-on.

Once MHFA is embedded in your programmes, ensure employees are informed about these changes.

Tell Employees About the Policy

Clear communication is essential for employees to understand and engage with MHFA. Use straightforward messaging to explain what MHFA is, who it involves, and how it supports them [26]. Share this information through various channels, such as team briefings, intranet updates, and visual aids like infographics [26].

Awareness campaigns can also play a powerful role. Share real-life success stories (with consent), highlight the benefits of MHFA, and address stigma [26]. For example, explain how MHFA aligns with your organisation’s commitment to employee wellbeing. Normalising conversations about mental health is critical, especially when 40% of employees report that their jobs negatively impact their mental health, and 75% say stigma exists in their workplaces [2][36].

Encourage dialogue by hosting feedback sessions or Q&A meetings. Create opportunities for employees to ask questions, share concerns, and provide input [26][37]. Surveys and interdepartmental discussions can help keep the conversation alive and ensure the programme meets employees’ needs.

"Mental wellbeing is a core component of overall health...By investing in skills-based mental health training, employers can take an active role and help shift the conversation in the workplace from stigma to support, creating a culture that embraces the wellbeing of all employees." - Tramaine EL-Amin, vice president, Mental Health First Aid [2]

Keep your messages concise and relatable. Avoid overly technical terms that might alienate employees. Instead, focus on practical information - how MHFA works and how it contributes to a healthier, more supportive workplace.

To maintain visibility, reinforce MHFA through regular communications, events, and leadership involvement [4]. This could include mental health awareness days, featuring MHFA in newsletters, or having senior leaders publicly endorse the programme. Consistent messaging helps embed MHFA as a core value within your organisation.

Lastly, plan your communication schedule thoughtfully. Regular updates prevent MHFA from becoming a one-off announcement [37]. A steady flow of information keeps the initiative top of mind and ensures employees feel included.

With MHFA integrated into your policies and clearly communicated, your workplace is better positioned to support employees and foster a positive, open culture.

Step 6: Track, Measure, and Improve the Programme

Once you’ve implemented Mental Health First Aid (MHFA), the work doesn’t stop there. To ensure the programme remains effective, you need to monitor its impact and make adjustments as needed. Regular evaluations and feedback are essential to measure success and refine your approach over time[38].

The World Health Organization reports that for every £1 spent on mental health treatment, there’s a £4 return in improved health and productivity[39]. This reinforces the importance of tracking your programme's impact - not only to demonstrate value to leadership but also to secure ongoing support.

Set Key Performance Indicators (KPIs)

Establishing clear KPIs is a practical way to measure the success of your MHFA initiative. These metrics should capture both immediate outcomes and long-term shifts in workplace attitudes toward mental health[38].

Start by focusing on employee well-being. For instance, Creative Solutions, a tech company, introduced a mental wellness programme in 2021. By tracking engagement scores, workshop participation, and absenteeism rates, they saw a 30% boost in employee engagement and a 25% drop in absenteeism within just six months[39].

Absenteeism and presenteeism rates offer tangible data on how your programme is performing. WellBeing at Work, a nonprofit organisation, measured counselling service usage, stress levels, and turnover rates. When they found that 60% of their staff reported high stress, they implemented mandatory mental health days and stress management workshops. Over two years, they achieved a 40% reduction in turnover[39].

Stigma reduction is harder to quantify but equally vital. Use anonymous surveys and feedback sessions to track whether employees feel more comfortable discussing mental health or seeking help. Look for trends like increased openness in conversations or more people accessing mental health resources.

Here are some additional metrics to consider:

For example, Buffer found that weekly check-ins with employees correlated with a 23% increase in productivity[39].

Organisations that actively track performance metrics can boost their efficiency by up to 30%[40]. Automating data collection and analysis can save time and provide reliable insights for decision-making[40]. Once you’ve gathered this data, use it to inform regular policy reviews.

Review Policies Regularly and Use Feedback

Your KPIs and feedback mechanisms should guide policy updates. Aim to review your MHFA policies at least once a year, or more frequently during the early stages of implementation. This ensures alignment with any regulatory changes, employee feedback, and emerging best practices[26][41].

For example, in 2024, the UK Health and Safety Executive (HSE) updated its guidance to require mental health considerations in first-aid needs assessments[26][41]. This means organisations must adapt their MHFA policies to stay compliant.

"Regularly reviewing your first aid policy is essential to incorporate changes in the workplace, and changes to regulations and best practices."
– Adam Clarke, Praxis42[41]

Feedback is crucial for understanding how well your MHFA programme is working. Use surveys, interviews, and suggestion boxes to gather insights from employees who’ve interacted with MHFA personnel. For example, Humana, a healthcare organisation, used regular surveys to identify gaps in work-life balance and mental health support. They then introduced tailored initiatives that improved employee well-being by 20%[39].

Ask questions like:

• "How effective was the support provided by the MHFA officer?"[26]
• "Do you feel more informed about mental health after the MHFA session?"[26]

Make it easy for employees to share their experiences and suggestions at any time, not just during formal review periods[41]. This ensures you capture real-time insights that can drive meaningful changes.

When reviewing feedback and metrics, share the findings with your team and outline specific updates or improvements. Roll out these changes across the organisation and reassess their impact to ensure they’re delivering the desired results[26].

Building a Mentally Healthy Workplace

Creating a workplace that supports mental health requires more than good intentions - it demands a thoughtful strategy. Integrating Mental Health First Aid (MHFA) into daily practices is a strong starting point, but real success hinges on consistent leadership commitment and active participation from employees at all levels.

The stakes are high. A large percentage of employees face mental health challenges, often compounded by stigma in the workplace. Yet, addressing these issues isn’t just the right thing to do - it’s also a wise investment. Research shows that for every £1 spent on supporting mental health, businesses see a £4 return in improved health and productivity[43]. This clear financial incentive complements the broader goal of cultural transformation.

"Employers acknowledge that mental health drives both individual performance and overall success."
– Chuck Ingoglia, National Council for Mental Wellbeing president and CEO[2]

But fostering a mentally healthy workplace goes beyond offering MHFA training. It’s about cultivating an environment where open conversations about mental health are encouraged, flexible working options are available, and managers are equipped to identify and address mental health concerns[42].

The benefits of this approach ripple across the organisation. Companies that prioritise mental health see lower absenteeism, higher productivity, and stronger employee loyalty. Employees who feel valued and supported are more likely to deliver exceptional service and contribute positively to the company’s reputation[42].

"Stress, anxiety and other mental health challenges may affect professionals at any stage in their careers, and can have a direct impact on employee engagement, productivity and retention."
– Tramaine EL-Amin, vice president, Mental Health First Aid[2]

Implementing MHFA isn’t a one-off task; it’s an ongoing commitment. Regularly reviewing your programme, providing continuous training, and staying updated on best practices are essential to keeping it effective. For example, a Texas state employee survey revealed that 70% of participants found MHFA training extremely or very helpful in improving their understanding of mental health, with the same percentage applying their training within six months[44]. This shows the tangible impact of sustained efforts.

Taking mental health seriously also gives organisations a competitive edge in attracting and retaining top talent. In a crowded job market, companies that demonstrate a genuine commitment to employee wellbeing stand out as desirable places to work[1]. By embedding these practices into your workplace culture, you’re not just addressing current challenges - you’re laying the groundwork for a healthier, more resilient, and more productive future.

FAQs

How can organisations evaluate their readiness to introduce Mental Health First Aid (MHFA) in the workplace?

To see if your organisation is ready to introduce Mental Health First Aid (MHFA), start by taking a close look at your existing mental health policies. Are there any gaps or areas that need attention? This review can help you identify where improvements might be needed.

Next, involve your employees. Use surveys or focus groups to gather their thoughts on mental health in the workplace and to see if there’s interest in MHFA training. Their input can provide valuable insight into the current climate and potential benefits of the programme.

Leadership support is also crucial. Make sure those at the top are committed to mental health initiatives and ready to dedicate the necessary resources for training. Assess your workforce’s specific needs to ensure MHFA aligns with your organisation’s goals and can be woven into your current health and safety practices.

Finally, confirm that you have access to the required resources, including qualified trainers and materials. Plan for ongoing support to ensure those trained in MHFA can offer meaningful assistance. A careful evaluation like this lays the groundwork for a workplace that values mental health and wellbeing.

What are the main benefits of including Mental Health First Aid in workplace policies and wellbeing programmes?

Integrating Mental Health First Aid (MHFA) into workplace policies can have a meaningful impact on both employee wellbeing and overall organisational performance. By fostering an environment where mental health is openly acknowledged and supported, companies can enhance morale and increase job satisfaction. When employees feel genuinely valued and supported, they tend to be more engaged and productive, which naturally benefits the workplace as a whole.

Beyond this, MHFA can play a key role in reducing absenteeism and presenteeism by providing employees with the skills and resources to address mental health challenges effectively. Taking a proactive stance on mental health not only helps to lower stress levels across the workforce but also strengthens the organisation’s image as a compassionate and supportive employer. This can make the company more attractive to both current staff and potential new hires.

How can organisations measure the success of their Mental Health First Aid programme and make improvements?

To gauge the success of a Mental Health First Aid (MHFA) programme, it's crucial for organisations to have a well-defined evaluation process in place. Start by assessing participants both before and after the training to measure changes in their knowledge, confidence, and ability to address mental health challenges. Tools like surveys and feedback forms can offer valuable insights into how effectively the training is being applied in everyday workplace scenarios.

For a more comprehensive, long-term view, keep an eye on shifts in workplace culture and employee wellbeing. Regular follow-up surveys can help track ongoing improvements in mental health awareness and supportive behaviours. By collecting feedback over time, organisations can ensure the programme remains effective and make adjustments to the training content or delivery methods as necessary.