‘Mental health doesn’t discriminate but stigma can’

Mental health is an always on topic, and one that can impact all employees throughout the year but, in November, there is a particular focus on men’s mental health due to the Movember campaign.

While a significant portion of men are struggling with their mental health, data has found that many are internalising their feelings. 40% of men in the UK haven’t spoken about their mental health with family, close friends or medical professionals[1] – with some of the barriers to seeking support including not wanting to burden others (36%) and fears of appearing weak (16%)[1].

For this reason, Vitality’s Chief People Officer, Luke McClaran, says that mental health must be an ongoing conversation both inside and outside of the workplace. “Mental health doesn’t discriminate but stigma can,” he explains.

Luke McClaran: Q&A on men's mental health

In this short video, Sophie Parrott joins Luke McClaran, Vitality’s Chief People Officer, to discuss some of the ways employers can support men’s mental health at work – and the role that line managers play in spotting signs of distress and signposting colleagues to the right resources.

The lingering stigma surrounding mental health, and fears of being viewed as weak or incapable, may prompt men to stay silent, particularly at work. In fact, research has found that more than half of men surveyed (54%) said they feel uncomfortable discussing their mental health conditions with colleagues [2].

“Men’s mental health is a critical issue for employers and people teams to consider in their workplace wellbeing support,” McClaran explains. “It’s crucial that we focus on encouraging men to speak up when they are experiencing mental wellbeing challenges.”

Supportive environments, inclusive storytelling and training managers

To achieve this, McClaran says that line managers play a critical role given that they are often the first point of contact for direct reports when it comes to day-to-day queries and issues. As such, he explains that line managers should help create an inclusive culture where staff feel comfortable opening up.

Equipping managers with the knowledge to help them spot signs that colleagues are struggling will be important, particularly with research finding that less than a third of UK firms train line managers to support mental health[3].

If, for example, an employee is appearing tired, anxious or withdrawn[4], these could be possible indications that they are struggling at work. As such, line managers must know how to hold sensitive conversations and signpost them to the resources that are available to them – whether it’s Mental Health Champions or wellness programmes.

'It’s crucial that we focus on encouraging men to speak up
when they are experiencing mental wellbeing challenges'

Luke McClaran, Chief People Officer, Vitality

Accessing counselling and mental health support

Employers could also look to provide expert support and resources for employees struggling with mental health.

Each plan year, Vitality Business members have access to up to eight Talking Therapies sessions – such as Cognitive Behavioural Therapy (CBT) and counselling – as well as guided digital mental health support, via the Wysa app.

According to VitalityHealth’s latest Claims Insights Report, between 2019 and 2024, Talking Therapies claims rates increased by 167%, while claims rates for mental health treatment as an out-patient, in-patient or day-patient reduced[5]. Additional statistics from the report have found that 92% of Vitality members seeking Talking Therapy see a therapist within five days of their initial assessment[5].

With pressures on mental health services and mental health waiting lists at a staggering 1.7million people according to 2025 estimates[6], this highlights the important role that early interventions, such as Talking Therapies, can play.

Whether it's providing staff access to mental health support or providing line manager training, McClaran explains that, for employers, “it's important to make sure that employees feel equipped and supported to perform at their best and HR teams need to do all they can to help make that happen.

“It’s critically important that we stay focused on supporting men’s mental health, and all areas of employee wellbeing, to ensure workforces have the help they need,” he concludes.

Better engagement, better health outcomes

Giving employees access to mental health support, and a workplace health and wellbeing programme that offers compelling benefits, can be transformative for employers.

Britain's Healthiest Workplace research showed that employees with Vitality health insurance are 11% less likely to suffer from depression, 13% less likely to report low job satisfaction and eight per cent more likely to reach exercise guidelines[7]*.

Best of all, the improved health metrics of employees with Vitality health insurance equate to 2.5 additional days of productive time per employee per year[7]*.

[1] Men’s mental health: 40% of men won’t talk to anyone about their mental health, Priory Group

[2] Over half of UK workers too uncomfortable to talk about mental health at work, HR News

[3] Health and wellbeing at work, CIPD

[4]  Supporting mental health at work, Acas

[5] VitalityHealth Claims Insights Report 2025

[6] Mental health pressures in England, BMA

[7]  10 years of Britain's Healthiest Workplace: The changing face of the UK at work, 2025

* Comparison of employee responses at employers with Vitality health insurance, and employers offering PMI through other insurers.

Related: Why supporting employee health is good for business