Tips to support your employees’ mental health when working remotely

How can employers be confident about how to best support the mental health of employees when they may not be in the office on a daily or weekly basis?

Communicate, and then communicate some more

Stay in touch however you can. Many organisations are turning to technology to do this - mobile messaging groups like WhatsApp, virtual meetings, and video calls are great for staying in touch regularly with your teams. But don’t be afraid to pick up the phone and simply ask how someone is. Amend employee recognition schemes with relevant criteria to consider remote workers.

Virtual coffee breaks, weekly online quizzes, brunch catch ups, good news updates and show and tell video calls have all been implemented by teams looking to catch up, support each other and stay in touch whilst working remotely. Mental Health First Aid England suggest hosting a Q&A call for employees to dial in and share questions or concerns they may have about working from home or hybrid working to reduce feelings of isolation and team disengagement.

Remind your employees of available support

Do you know what in particular may be causing remote workers the most stress? Do you know which employees are struggling to switch of and relax? Do you know which employees are suffering from mental health struggles which may be caused or exacerbated by remote working?

Mental health charity Mind suggests asking employees to complete a simple Wellness Action Plan enabling you to put in place practical steps to support your team.

Don’t shy away from asking – be confident to start a conversation about mental health. Discuss Government support, organisation policies and Employee Assistance Programmes that may offer signposts or advice to employees.

Talk to employees about self-care

Encourage remote employees to practise self-care such as a healthy routine for diet, sleep, and relaxation. The Mental Health Foundation has published guidance about looking after your mental health through exercise, suggesting that even short, 10-minute bursts of physical activity increase our energy, mood, and our mental sharpness. Put helpful resources to good use by sharing them regularly – mindfulness, yoga, meditation, visualisation are all accessible via apps and online tutorials. Consider running a session with your team on who has found what useful.

Promote existing health and well-being benefits and support, for example signposting employees to stop smoking support, wellbeing advice via an EAP, and any available counselling via the EAP helpline.

A daily routine is said to help during periods of solitude. Remember to exercise, get plenty of sleep, eat healthily and seek out human contact by staying in touch. Following periods of absence, don’t forget to carry out return-to-work meetings as these can be an excellent way of understanding triggers, working practices and checking in with employees about their health.

Be kind

Treat others how you would like to be treated. A tiny gesture or a well-timed question can mean so much more than reams of advice via email. Think about ways that you, and your team can support each other by demonstrating small acts of kindness and thoughtful moments to demonstrate that employee welfare is a strong organisation value, rather than something you pay lip service to. Whether it’s a postcard to home, a gift delivered or a pertinent (and workplace appropriate) meme via WhatsApp, do spend some of your available time reaching out personally to connect with your team. Small gestures can have a huge impact.

Hybrid working is here to stay

When a high proportion of employees are working from home, or hybrid working, employers need to consider shaking things up and finding resourceful new ways of working to help employees maintain productivity and positivity. There is a huge amount of advice and information out there on maximising homeworking and flexible working from the CIPD, ACAS and many others to enable you to create a hybrid working policy. Engage your workforce in initiatives to enable a productive work environment and team interaction that will work in your organisation.

If you have concerns about employee wellbeing, how to manage a remote team or bringing employees back into the workplace, simply pick up the phone to discuss what you might need 01793 311937 or email us via clientservices@robinsongracehr.com.

Frequently Asked Questions:

1. How can employers support the mental health of remote workers in the UK?

Answer: Supporting remote employees’ mental health starts with regular and open communication. Employers should schedule virtual check-ins, encourage informal catchups such as online coffee breaks, and remind staff about wellbeing resources like Employee Assistance Programmes (EAPs). Sharing guidance from organisations such as Mind or the Mental Health Foundation can help employees build healthy routines around sleep, diet, and exercise. Employers who actively promote self-care and provide clear signposts to mental health support will create a healthier, more engaged remote workforce.

2. What are the best strategies for managing employee wellbeing when working from home?

Answer: The most effective strategies for managing wellbeing in remote teams combine structure with flexibility. Encouraging staff to set a daily routine, take regular breaks, and stay active helps protect mental health. Employers can also create space for social connection through virtual team activities, recognition schemes, and wellbeing check-ins. In addition, hybrid working policies and wellness action plans allow managers to identify stress triggers and offer tailored support. When wellbeing is a visible part of company culture, remote employees are more motivated and productive.

3. What challenges do remote workers face, and how can businesses overcome them?

Answer: Remote workers can struggle with isolation, blurred work-life boundaries, and reduced access to informal workplace support. Businesses can address these challenges by promoting regular team communication, offering flexible working hours, and ensuring staff know where to find wellbeing resources. Practical initiatives such as mindfulness sessions, virtual workshops, and access to counselling services can make a big difference. By prioritising employee wellbeing, businesses not only support mental health but also improve staff retention and overall performance.

Check out other Blogs in our series:

Stress at Work Management Benefits for Health

How to Manage Mental Health Related Absences in the Workplace

Shifting to a Home-Based Mindset: Fostering Staff Wellbeing

The content of our blogs is intended for general information and not to replace legal or other professional advice.

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