Yes. Mental health is a normal part of overall well-being, and talking about it at work helps reduce stigma and fosters a supportive culture. Research shows the majority of employees appreciate environments where colleagues and leaders acknowledge stress, burnout, or mental health challenges openly and respectfully. 

The key is how you approach the conversation: 

• Be compassionate, not intrusive. 

• Focus on care, not “fixing.” 

• Respect boundaries—people choose how much to share. 

You are not expected to diagnose or treat anything. Your role is to notice, check in, and listen. These small actions can make a meaningful impact on someone’s sense of support at work. 

If you’ve noticed meaningful changes in someone’s behavior over time, it may be appropriate to gently check in. Many people experience burnout or emotional strain without feeling comfortable asking for help directly; noticing and reaching out with care can make a big difference. 

Common signs that a colleague may be struggling include: 

• Appearing unusually withdrawn or quiet:  participating less in conversations or avoiding interactions they normally enjoy. 

• Seeming overwhelmed, stressed, or more reactive than usual: visible frustration, irritability, or emotional sensitivity. 

• Changes in productivity, communication, or participation: missed deadlines, late responses, or disengagement in meetings. 

• Visible fatigue or emotional strain: looking tired, run down, or unable to focus for extended periods. 

• Shifts in tone or behavior: such as seeming distracted, tense, or less confident. 

No single behavior is a diagnosis. What matters most is change from someone’s usual baseline. 

When checking in: 

• Ask privately — rather than in front of others. 

• Lead with observations, not assumptions. Focus on what you’ve noticed, not on why you think it’s happening. 

• Keep it simple, gentle, and low-pressure. Give them full control over how much they want to share. 

Helpful conversation starters include: 

“I’ve noticed you seem a bit stressed lately. Just wanted to check in—how are you doing?” 

“I’ve noticed you haven’t seemed quite like yourself the past few days. No pressure to share anything personal, but I wanted to check in and see how you’re doing.” 

Both examples, reflect care, avoid judgment, leave space for your colleague to decline or share at their comfort level. 

If they don’t want to talk: 

Respect their boundaries and offer to be a resource if helpful. You might say: 

“Thank you for letting me know. If you ever want to talk or need support, I’m here.” 

This keeps the door open, shows the interaction was about care, not obligation. and reinforces trust. 

You don’t have to be perfect; the important thing is to just be genuine and show compassion. Use soft, open-ended questions that invite sharing without placing pressure on a yes or no or a definitive response. 

Here are some recommendations: 

• “How have you been feeling lately?” 

• “Things have been intense recently: how are you holding up?” 

• “I’m here if you ever want to talk or take a breather.” 

Many employees report valuing colleagues and leaders who show humility and humanness. Your tone, calmness, and authenticity often matter more than the exact words. 

If a colleague chooses to open up, it’s a sign of trust and often a sign that they’ve been carrying something heavy alone. You don’t need special training to be supportive. The most important things you can offer are empathy, presence, and validation. 

Think of your role as creating a safe, calm space where they feel heard and respected. 

Use empathy to connect. 

Empathy helps someone feel understood rather than judged. Simple, sincere statements go a long way: 

• “That sounds really tough.” 

• “I’m really sorry you’re dealing with this.” 

• “I can see why you’d feel that way.”

Listen without rushing or trying to fix. 

Let them set the pace. Pause, breathe, and let them talk. 

Try phrases like: 

• “Take your time, I’m here to listen.” 

• “Thanks for sharing that with me.” 

• “You can share as much or as little as you want.” 

Active listening includes: 

• nodding or giving gentle verbal cues (“mm-hmm,” “I hear you”) 

• maintaining appropriate eye contact 

• avoiding interruptions or solution-focused responses 

• repeating back key feelings (“It sounds like you’re feeling overwhelmed.”) 

Offer validation so they feel supported, not judged. 

People often fear they’ll be seen as weak or unprofessional when sharing mental health concerns. Validation helps counter that, and communicates respect and acceptance. 

Here are some sample responses: 

• “You’re not alone. Many people go through this.” 

• “It makes sense you’d feel this way given everything going on.” 

• “I really appreciate you trusting me with this.” 

Connect them to additional support and resources.   

If you feel your colleague could benefit from additional support, offer options as resources they can choose from: 

• HR (for support with workload, conflict, or accommodations) 

• Employee Assistance Program (EAP) (confidential counseling) 

• Mental health or well-being benefits (therapy, coaching, apps, leave options) 

• Employee Resource Groups (ERGs) or peer networks 

• NAMI-NYC 

The tone matters. Keep it soft and optional: 

“If you ever want additional support, our EAP is confidential, and they can be helpful.”

“HR can help explore accommodations if work is feeling overwhelming.” 

Even with good intentions, certain reactions can make someone feel dismissed. Try to avoid: 

• “You’re overreacting.” 

• “Everyone is stressed.” 

• “Just push through it.” 

• Labels like “addict,” “schizo,” “the mentally ill.” 

• “You should really try ___ [personal or medical advice].” 

Instead, stay curious and compassionate. Use person-first language, such as “a person living with bipolar disorder” rather than “a bipolar person.” 

If a colleague shares something that suggests they may be in significant distress — including thoughts of self-harm, harm to others, or an immediate mental health crisis — it is important to respond with calmness and clarity. You are not expected to be a crisis counselor. Your role is to listen, stay present, and help them connect to the right support. 

If someone mentions thoughts of self-harm or harming others, even vaguely, professional support should be involved right away. You might say: 

• “I think it would be really helpful to talk with someone who is trained to support you in moments like this. Do you want me to help you connect with them?” 

Provide clear, accessible options: 

• Employee Assistance Program (EAP): confidential crisis support 

• Mental health crisis services, such as:  

• • 988 Suicide & Crisis Lifeline (U.S.) — call or text 988

• • Crisis Text Line — text HOME to 741741

• • Local emergency services (911 in the U.S.) if there is immediate danger

If you are unsure of the exact protocol, prioritize getting another responsible person such as a manager or HR professional involved immediately. 

It’s incredibly kind and generous to be there for others, but it is crucial that you look after your own mental health in the process. Just like the “put on your own oxygen mask first” reminder on a flight, you can only support someone else when you’re grounded and cared for yourself. 

That means giving yourself permission to: 

• Set healthy boundaries when you’re feeling stretched or overwhelmed. 

• Practice self-care, whether that’s rest, movement, reflection, or connecting with someone you trust. 

• Take breaks as needed to recharge emotionally and mentally. 

• Reach out to HR or your EAP if you want guidance, support, or someone to talk to about how to navigate a situation. 

Remember: being supportive doesn’t mean you’re responsible for someone else’s well-being. Where appropriate, it is always OK to connect your colleague to a trained professional to make sure that they can continue to receive the support that they may need. 

We have compiled a list of additional resources which you can reference below: 

Words at Work: Changing the Narrative Around Mental Health in the Workplace — Forbes EQ

Five Recommendations From Young Professionals on Workplace Mental Health — Forbes EQ

Managing for Mental Health in the Modern Workplace — NAMI‑NYC (video)

Checking In: “Are You OKAY?” — NAMI‑NYC (video)

Love Your Mind — Employer Guide: Tools & Resources for Employees

Supporting Your Coworkers’ Mental Health — OSHA (PDF)

How Do I Talk to My Coworkers About My Mental Health? — Mental Health America 

Mental Health Playbook 2.0 — Health Action Alliance  

Conversation Guide for Managers — Health Action Alliance 

Leaders Go First Campaign – MindShare Partners  

Talking About Mental Health With Your Employees Without Overstepping — Harvard Business Review (HBR)

Talking to Colleagues About Their Mental Health and Wellbeing — Education Support (UK) 

Disclosure Impact of Mental Health Conditions in the Workplace: A Scoping Review and a Thematic Analysis (2025) 

The Three Cs of Disclosing Serious Mental Illness at Work: Control, Conditions, Costs — Psychiatr Serv.