Line managers, the unsung heroes of mental health support
In the ongoing conversation about mental health in the workplace, HR departments often take centre stage. But behind the scenes, a different group is quietly playing a crucial role: line managers. These individuals, team leaders, supervisors, department heads are on the front lines, bridging the gap between employees and the broader organisational support systems.
It's time we recognise line managers as the unsung heroes of mental health support.
Why line managers matter
Line managers have a unique role to play. They work closely with team members day in and day out, making them the first to notice subtle changes in behaviour, mood, or performance. Whether it’s a normally outgoing employee becoming withdrawn or a high performer suddenly missing deadlines, these signs are more visible to managers than to HR or senior leaders.
They also build trust through regular contact, making it more likely that an employee will open up about their struggles.
Mental health support starts with conversations
In many cases, a simple “how are you doing?” from a manager can be a turning point. Line managers don’t need to be therapists, but they do need to feel confident having compassionate, non-judgmental conversations and signposting support where needed.
When equipped with the right tools, line managers can:
Identify early signs of stress or burnout
Normalise discussions around mental health
Encourage the use of employee assistance programs (EAPs)
Foster psychologically safe team cultures
The challenges they face
Despite their importance, line managers often feel unprepared. Many report a lack of training, uncertainty about how to approach sensitive topics, or fear of saying the wrong thing. They may also be under pressure themselves, balancing performance targets, team morale, and now, mental health.
Without proper support, it’s easy for even the most well-meaning manager to feel overwhelmed or unsure.
What HR can do
HR teams play a critical role in empowering line managers. Here’s how:
Training and resources
Equip managers with mental health awareness training, conversation guides, and access to expert advice.Clear referral pathways
Make sure managers know what support services are available and how to connect employees with them.Build peer support networks
Create forums where line managers can share experiences and strategies.Recognise their role
Publicly acknowledge and celebrate managers who demonstrate empathy and leadership in supporting mental health.
A cultural shift
Supporting mental health isn’t just a checkbox, it’s a cultural commitment. Line managers are at the heart of this transformation. When we enable them, we create more connected, resilient, and healthier workplaces.
So next time we talk about mental health at work, let’s not forget the people holding the frontline: line managers. They deserve not only recognition but robust support from the very systems they help uphold.
Need help building a mental health strategy for your managers?
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