“There is no health without mental health.”- World Health Organisation.
Good working environments protect mental health; poor working environments can harm it. That’s why workplaces – and especially managers and senior colleagues – are pivotal in prevention, early support, and helping people thrive.
Why This Matters Now
World Mental Health Day is observed every year on 10th October and serves as an annual reminder to put mental health on the agenda. This year’s global theme spotlights supporting people’s mental health during humanitarian crises – conflict, displacement, disasters and other emergencies. Even when those events feel distant, workplaces everywhere can be stabilising anchors for colleagues who are directly or indirectly affected. That makes proactive, everyday support at work more important than ever (WHO, 2025).
“Decent work is good for mental health.” – World Health Organisation.
Addressing work-related stress and building supportive cultures isn’t just compassionate leadership; it’s basic performance hygiene (Mental Health Foundation, n.d.).
Start Where You Work: Six High-Impact Areas
1. Psychological safety and stigma-free culture
People speak up when they trust they’ll be heard. Encourage open conversations in 1-to-1s, signal that well-being matters as much as delivery – normalise checking in on well-being (not just deliverables), and train seniors and managers to listen without trying to “diagnose”. Leaders set the tone: model boundaries, take breaks, and use leave.
2. Good work design
Excessive workload, low job control and job insecurity are risk factors for poor mental health. Balance demands and autonomy, clarify priorities, remove blockers, and avoid always-on expectations (WHO, 2024).
3. Supportive management routines
Regular, high-quality 1-to-1s are your foundation. Use them to agree on realistic goals, review workload, and make small adjustments early (flexing hours or location, rotating tasks, pausing low-value work). Wellness Action Plans (WAPs) are a simple, evidence-informed tool for planning personal triggers, early signs, and preferred supports.
4. Skills and resources
Offer learning pathways that include mental health literacy, stress management and mindfulness alongside technical skills. Point people to reputable self-help resources and local services (see “Get Support”).
5. Flexible, modern working
Hybrid/remote options and flexible hours can improve work–life balance and recovery time. Additionally, pair flexibility with equitable team norms (e.g., meeting-light focus time, written updates, clarity on response expectations).
6. Feedback and early escalation
Anonymous feedback tools and clear escalation routes help surface issues before they become crises. Treat feedback loops as design inputs for better work.
ISL’s Support At The Workplace
- Regular 1-to-1s for all team members
- Flexible hours and remote-friendly practices
- Self-reflection development cycles
- Feedback tools to surface concerns early
- Learning & development (including mindfulness and well-being content)
- Expert-led sessions with national professional organisations
Get Support
- At work: speak with your manager or a trusted senior about practical adjustments, and use feedback channels if you prefer anonymity.
- Healthcare: contact your GP/primary care for assessment and treatment options.
- Trusted information & tools:
- Mental Health Services Malta – https://mentalhealthservices.gov.mt/en/
- Commissioner of Mental Health Malta – https://commissionermentalhealth.gov.mt/
- Richmond Foundation Malta – https://www.richmond.org.mt/
- World Health Organisation – https://www.who.int
- Mind UK – Wellness Action Plans (WAPs): https://www.mind.org.uk/workplace/my-mental-health-at-work/wellness-action-plans/
- Emergency: If there’s an immediate risk, contact local emergency services.
Disclaimer: This article is for information only and is not medical advice.
© Information Systems Limited.