You are a business owner facing an uncertain future (especially after the recent budget!) and you have staff members who are off sick with depression, anxiety and stress. How do you manage them?
Sally Bee: A Leading Authority in Workplace Mental Health Support
Sally Bee is a trusted and leading authority in workplace chronic illness support and mental health, offering transformative solutions that resonate with employees and leaders alike. Her approach is grounded in real-world experience, professional expertise, and a genuine passion for supporting individuals at all levels of an organisation.
Here is a super helpful, to the point, brutally honest article written by Sally Bee that will help you understand why, who and how.
Let’s get your business and your team, back on their feet!
5 Brutally Honest Ways to Properly Support Your Workforce Through
Any Mental Health Difficulties.
1 - Who and Why? Depression and Anxiety?
My Journey with Depression: Is There Always a Reason?
I first became aware of depression in my early teens. At that time, I didn’t fully understand it, but I knew something wasn’t right. The feelings returned in my early 30s, this time as a young mum, navigating the overwhelming challenges of motherhood.
In later years, depression became a recurring part of my life as I faced significant health challenges—chronic illness, multiple heart attacks, and devastating diagnoses. Each episode seemed tied to a reason, an event, or a trigger that explained the weight I was carrying.
But it’s left me wondering: is there always a reason for depression?
For many, depression follows a clear cause—a loss, trauma, or significant life change. But sometimes, it feels like it arises uninvited, without explanation, a shadow that lingers despite life seeming “fine.” This realisation can be unsettling. We want to assign blame, find a cause, or fix what’s broken, but depression doesn’t always work that way.
What I’ve learned is this: whether there’s a reason or not, depression is valid. It’s real. And it’s something we need to address with compassion, understanding, and care, both for ourselves and for others. Sometimes, simply acknowledging its presence is the first step toward healing.
There may not always be a reason for depression, but there’s always a need to support and prioritise mental health. And that’s what truly matters.
So, firstly, understand that depression and anxiety can affect anyone, regardless of age, gender, socioeconomic status, or background. I can identify certain traits or situations that might play a significant role in the development of depression and anxiety, but as soon as I begin to list these, you’ll see why it can affect any of us…because we are all exposed to at least one of these:
Family history - Genetics plays a significant role in susceptibility to depression and anxiety.
Individuals with close relatives who have experienced these conditions are more likely to develop them.
Work-related stress: High-pressure jobs, long hours, or toxic workplace environments.
Personal stress: Financial difficulties, relationship problems, or caregiving responsibilities.
Trauma survivors: People who have experienced abuse, neglect, violence, or a significant loss.
Physical illnesses like diabetes, heart disease, cancer, or chronic pain conditions can increase the risk of depression and anxiety.
Neurological disorders such as Parkinson’s disease, Alzheimer’s, or stroke are also linked to mental health challenges.
Major life changes: Divorce, job loss, or the death of a loved one. Even positive life events, like marriage or the birth of a child, can cause stress and lead to anxiety.
Women are statistically more likely than men to experience depression and anxiety, particularly during certain life stages such as Pregnancy, menopause, violence, discrimination.
While men are less likely to be diagnosed with depression or anxiety, they often experience these conditions in different ways, such as anger, irritability, or substance abuse.
Societal stigma may prevent men from seeking help, leading to underreporting and untreated conditions.
Adolescents and Young Adults. Hormonal changes during puberty, academic pressure, and social challenges make young people particularly vulnerable.
Social media use and cyberbullying can also contribute to anxiety and depression in this age group.
Older adults - Aging-related challenges like loneliness, isolation, loss of loved ones, or declining physical health can increase the risk of depression and anxiety in older adults.
And on…and on…and on…
The truth is, as an employer, you probably don’t need to know all the ins and outs and reasons for depression, stress and anxiety in your workforce, but you do have to be prepared to support them.
2. Promote Open Communication - Nope, thats not good enough, you need to know: The Brutally Honest Truth About Leadership and Vulnerability
As a director, owner, CEO, or manager, demonstrating vulnerability is one of the most effective ways to foster trust and openness within your team. An "open-door policy" is meaningless unless it is backed by genuine honesty about your own struggles, fears, and challenges. And let’s be honest—we’ve all faced them.
Now imagine this: you tell your employees your door is always open, but when they come to talk, all you share is how perfect your life is or how effortlessly you overcome difficulties. Instead of feeling supported, they may leave feeling worse, comparing their struggles to what seems like your stress-free, flawless life.
But what if, when an employee reaches out, you candidly share some of your own fears, acknowledge the tough days you’ve had, and offer practical tips you use to get through them? Everything changes. Suddenly, you’re no longer just their boss—you’re a human being they can relate to. Your honesty creates a bridge of understanding and compassion, a safe space where employees feel empowered to share their challenges without fear of judgment or professional repercussions.
This type of connection can be transformative. It can mean the difference between an employee retreating into silence, struggling alone, or even avoiding work, and feeling supported enough to stay engaged, seek help, and keep showing up.
Your willingness to lead with vulnerability isn’t a weakness—it’s an extraordinary strength. It shows your team that leadership isn’t about being invincible; it’s about being real. And when you lead with authenticity, your team will follow suit.
When employees feel supported and understood, they are far more likely to open up, seek help when needed, and remain engaged and productive at work. Real leadership isn’t just about showing strength—it’s about fostering connection. And that starts with you.
3. Provide Access to Mental Health Resources - Of Course This Goes Without Saying But Actually Let’s Talk About:
The Brutally Honest Truth About The Best Way To Offer Support
Offering resources tailored to mental health can make a significant difference in supporting employees. Employers should ensure these resources are visible, accessible, and easy to use.
Options for Support:
Employee Assistance Programs (EAPs): Provide confidential counselling and mental health support services.
Workshops on Stress Management: Host sessions focused on coping strategies, resilience building, and mindfulness techniques.
Comprehensive Benefits Packages: Include coverage for mental health services, such as therapy or psychiatric consultations, to ease the financial burden of seeking treatment.
Clearly communicating the availability of these resources ensures employees know where to turn for help.
But what if these programs and workshops aren’t up to scratch? or aren’t available at a time that suits you/your employee. This can’t simply be a box ticking exercise for you, it has to be meaningful and you need to see results, ie, your workforce being more present, happier and healthier.
What to Remember About Depression and Anxiety
Supporting someone with depression or anxiety requires empathy, patience, and understanding. It’s important to recognise the unique challenges they face and respond in ways that genuinely help. Here’s what you need to keep in mind:
They May Not Understand Why They Feel This Way
Depression doesn’t always have a clear cause, and trying to find a reason can sometimes be unhelpful. Instead, focus on acceptance. Acknowledge their feelings without judgment or pressure to explain them. Sometimes, the most supportive thing you can do is simply to listen and let them know, “It’s okay to feel this way.”
They Know They’ll Be Okay, But It Feels Like It Will Never End
While they may intellectually understand that things will improve, the emotional weight of depression makes it feel endless. Show that you truly understand this struggle. Offer reassurance and commit to doing everything in your power to help them find the right solutions—whether that’s adjusting their workload, providing resources, or simply being a consistent source of support.
They Know People Care, But It Doesn’t Always Feel Like It
Even though they’re aware that others care for them, depression can make it feel like no one does. This is where your role is crucial. Demonstrate ongoing, genuine support—not as an employer to an employee, but as one human being to another. Small acts of kindness, regular check-ins, and simply being present can make a huge difference.
They Know They Need to Take Action, But They Lack the Energy
Depression often robs people of the energy or motivation needed to find ways to feel better. Acknowledge this challenge and offer to help. Let them know they don’t have to face it alone. Assign someone—a trusted colleague or yourself—to walk alongside them on their journey, whether that means researching resources, organising flexible work arrangements, or just being a sounding board.
They Want to Be Well, But They Don’t Know How
The desire to recover is there, but the path forward can feel unclear and overwhelming. Instead of leaving them to navigate it alone, work together to negotiate how you can best support them at work. Encourage them to keep showing up, even if their productivity isn’t at its peak. By being present, they remain connected, and you have more opportunities to provide meaningful support.
Depression and anxiety are complex, but your role as a leader, colleague, or friend is to offer steady and compassionate support. Recognise that recovery takes time and energy, and that your consistent presence and understanding can be a lifeline. Show patience, lead with empathy, and remember: sometimes, the most powerful thing you can do is simply be there.
4. Implement Flexible Working Arrangements - Umm… or…
The Brutally Honest Truth About ‘Me Time’ And ‘WFH’
They say, flexibility in work arrangements can significantly benefit employees managing depression by allowing them to better handle their symptoms and maintain productivity.
Flexible Options to Consider:
Flexible Hours: Allow employees to adjust their start and end times to align with their peak productivity or energy levels.
Remote Work Opportunities: Enable employees to work from home, reducing the stress of commuting and creating a comfortable work environment.
Part-Time or Reduced Hours: Offer temporary reduced work schedules for those experiencing severe symptoms to help them focus on recovery while staying connected to their role.
However, My experience has taught me about the importance of workplace interaction in supporting mental health
Accommodating employees’ needs is a vital way for employers to demonstrate compassion and foster loyalty within their teams. However—and this is an important point—while flexibility and understanding are crucial, encouraging employees to come into work, even when they are struggling with depression, anxiety, or stress, can often be more beneficial than allowing them to stay home alone.
Through my experience, I’ve found that even when someone is facing significant mental health challenges, stepping out of their home and engaging with the workplace environment can provide meaningful support. Isolation, which often comes with working from home, tends to exacerbate feelings of loneliness and despair. On the other hand, being part of the camaraderie and buzz of a workplace can offer a sense of connection and purpose that is difficult to replicate in solitude.
Why Being in the Workplace Helps
Human Interaction
The simple act of being around others—whether chatting with colleagues, sharing a coffee break, or participating in a team discussion—can reduce feelings of isolation and help lift someone’s mood.
Structure and Routine
Coming into work provides structure to the day, which can be particularly helpful for someone battling depression or anxiety. Having a reason to get up, get dressed, and leave the house can be a powerful motivator.
Access to Support
A supportive workplace offers resources and understanding colleagues or managers who can provide emotional and practical help. Knowing there’s a network of support at work can make it a safe space for recovery.
Positive Distraction
Engaging in work-related tasks, even at a reduced capacity, can serve as a healthy distraction from intrusive thoughts and overwhelming feelings, creating opportunities for moments of accomplishment and self-worth.
Balancing Support with Realistic Expectations
Encouraging someone to come to work doesn’t mean expecting full productivity during a challenging period. Instead, it’s about creating an environment where:
Deadlines and workloads are adjusted to reduce pressure.
There’s understanding and patience for fluctuating performance.
Employees feel free to take breaks or step away when needed.
Additionally, the journey to work should be manageable. Long or stressful commutes can undo the benefits of being in a supportive workplace, so it’s important to consider each individual’s situation.
5 - How to Be a Great Employer and Tick all The boxes; Or,
The Brutally Honest Truth: Your Workplace as a Recovery Space - WOW!
Imagine this: Your business, organisation, place of work has been designed thoughtfully and is much more than just a site for productivity—it can actually be a place of healing and connection. Wow.
By encouraging employees to come into work, employers provide more than just professional support; they offer a lifeline of human interaction and community, which can make a significant difference in someone’s mental health journey. Wow, wow!
For many, it’s not just about work—it’s about feeling part of something bigger and knowing they’re not alone. Imagine, you are the leader, the director, the CEO of a workplace that cares for its employees in a meaningful way, not just ticking boxes.
Final Thoughts
Supporting employees with depression is not only a moral responsibility but also a smart business strategy. A compassionate approach leads to a healthier, more engaged, and more loyal workforce.
When employers prioritise mental health, everyone benefits.
Less absenteeism, more presenteeism and therefore a massively positive financial impact: The World Health Organisation estimates that depression and anxiety cost the global economy $1 trillion annually in lost productivity. Supporting mental health reduces this drain.
Supporting employees’ mental health is a strategic investment that yields measurable financial returns. From reducing absenteeism to enhancing productivity, companies that address depression, anxiety, and stress not only create a healthier workplace but also ensure long-term profitability.
By prioritising mental health, businesses can achieve a win-win: happier employees and stronger financial outcomes.
So, which are you—a box-ticker or a genuinely caring human? I know where my loyalty and productivity would go, and I’m sure your team feels the same.
SB
Welcome to Sally Bee’s Mental Health Support Courses
In today’s fast-paced and often overwhelming world, mental health challenges like stress, anxiety, and depression are more common than ever. For organisations, supporting mental health isn’t just an ethical responsibility—it’s essential for building a thriving, engaged, and resilient workforce. That’s where Sally Bee comes in.
Sally Bee’s mental health support courses are designed to equip individuals and teams with the tools, insights, and strategies they need to navigate mental health challenges effectively.
With a deep understanding of both the personal and professional aspects of mental well-being, Sally offers a compassionate, relatable, and practical approach that resonates with people at all levels of an organisation.
These courses aren’t about ticking boxes—they’re about creating meaningful change.
Whether you’re a leader looking to foster a supportive workplace culture or an individual seeking to better understand mental health, Sally Bee’s courses provide a roadmap for growth, resilience, and lasting impact.
Discover how Sally Bee can help your team thrive by prioritising what matters most: the well-being of every individual.
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