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From Training to Integration: Making Mental Health First Aid Work

  • Writer: Joanna Buckland
    Joanna Buckland
  • 23 hours ago
  • 4 min read

In 2024, workplace stress, burnout, and mental ill health are no longer fringe concerns; they're operational risks. Since 2010, mental health among young people has seen a sharp decline. Psychologist Jonathan Haidt points to the rise of smartphones and social media as contributing to what is now described as an epidemic of mental distress in under-25s. Generation Z, the young generation now entering the workplace in increasing numbers, bringing with them both talent and an urgent call to address mental wellbeing differently[1].

If the present is difficult, the future will be even more challenging. Preparing now isn’t just smart, it’s necessary.

Why Focus on Mental Health at Work?

According to Mental Health First Aid England, mental ill health accounts for nearly 70 million sick days per year, costing the UK economy between £70–100 billion annually. Presenteeism alone costs £15.1 billion—£605 per employee[2].

The business case is clear:

  • Every £1 spent on mental health interventions sees an average return of £5 in reduced absence, presenteeism, and staff turnover [2].

  • 60% of staff say they’d feel more motivated if their employer took action to support mental health [2].

In 2023, the CIPD’s Health and Wellbeing at Work report found that 66% of UK organisations use Mental Health First Aid as part of their wellbeing strategy, making it the second most used intervention after Employee Assistance Programmes (EAPs) [3].

The Training Gap: Why MHFA Can Fall Short

But training alone doesn’t guarantee success. Many MHFAiders report returning to work, unclear about how to apply their skills. Without support or structure, good intentions can quickly fade. Worse still, some end up carrying emotional burdens without clear boundaries, risking their own wellbeing.

This is a shared concern across sectors. In our conversations with MHFAiders and HR leaders, we often hear:

  • “No one has come to speak to me.”

  • “I’m not sure what I’m allowed to say.”

  • “I feel responsible but unsupported.”

MHFA isn’t therapy. MHFAiders aren’t counsellors. They’re there to spot the signs early, offer a safe listening ear, and connect people to professional support. But if organisations don’t build the ecosystem around that, MHFA risks becoming a token gesture, or worse, a liability.

Barriers to Implementation

Despite the goodwill, common barriers to effective MHFA integration include

  • No clear integration plan or policies

  • Uncertainty about boundaries and risk

  • Fear of doing or saying the wrong thing

  • MHFAiders becoming isolated or emotionally burdened

  • HR or organisational leaders feeling uncertain about how to respond to more complex mental health needs.

  • Lack of time and capacity

Ideas from the Field: Real-World Uses of MHFA

These challenges are real, and they’re common. But the good news is, organisations don’t have to start from scratch. Across the UK, many teams are already finding creative, sustainable ways to embed Mental Health First Aid into their culture, even with limited time or resources. Below are some of the approaches we’ve seen working in real-world settings:

1. Behind-the-Scenes Support

Some teams split the MHFA role: visible support vs. quiet infrastructure. While some MHFAiders are public-facing, others contribute by:

  • Raising awareness via posters, campaigns, and intranet content

  • Reviewing internal signposting materials

  • Coordinating events tied to awareness days

These MHFAiders still contribute meaningfully, without necessarily handling sensitive conversations.

2. Visible Connectors

Where MHFA works best, MHFAiders are known and trusted. Their names and faces are visible, and they’re introduced during onboarding. But their role is clear:

They are not problem-solvers. They are connectors. They offer early intervention, not long-term support.

This clarity reduces risk and makes it easier for staff to reach out without overburdening the MHFAider.

3. Embedded into Culture

More formal structures are emerging in some organisations:

  • Monthly drop-ins (peer-led, with supervision)

  • Feedback loops to track recurring themes

  • MHFAider participation in wellbeing committees

  • MHFA apps to track usage trends (e.g. MHFAider Support App®)[4]

These models move MHFA from one-off training to a proactive culture shift.

Integration Considerations: What to Get Right

If you’re serious about embedding MHFA, here are six things to consider:

  1. Define the Scope: What are MHFAiders there to do, and not do? Be explicit. They are connectors, not clinicians.

  2. Create Clear Escalation Pathways: Who do MHFAiders go to for help? How and when do they raise concerns safely? Set this up early. If you're unsure, you can connect with a member of our team to discuss what support we can offer.

  3. Build Reflection and Supervision: Use the MHFAider app apps or regular check-ins to log themes, challenges, and spot risks before they grow.

  4. Review Policies and Boundaries: Review confidentiality, data handling, and support structures. Is the organisation protecting MHFAiders too? Check out the MHFA. For more information and guidance, check out the Implementing MHFAiders® – Guide for employers.

  5. Measure What Matters: Track outcomes- number of conversations, follow-ups, engagement with signposting. Use six-month surveys to see what’s working[5]. For further ideas, MHFA's Measuring the Impact can offer ideas.

  6. Co-design with Staff: Ask MHFAiders and staff what they need. Culture change is a collaborative process.

Final Thought

Mental Health First Aid is a powerful starting point. But to make it effective and safe, it needs integration, not isolation. The future workforce will arrive with greater mental health needs and higher expectations for psychological safety. Now is the time to prepare.

Train your MHFAiders, yes. But more importantly, build the culture that supports them—and everyone else. Want to start supporting your teams? Find out about our UK top-rated MHFA courses here.

What people are saying about us...

"I can easily say this was some of the best CPD/Training that I have been on in the past few years. It really was excellent. I don't feel as though there was a single moment of the 2 days that went to waste and that I either learned something new or developed a new skill at every point." ​ - Matthew 2025

References

  1. Haidt, J. (2023). The Anxious Generation: How the Great Rewiring of Childhood is Causing an Epidemic of Mental Illness.

  2. Mental Health First Aid England (2023). 10 Reasons for Employers to Invest in Staff Mental Health. https://mhfaengland.org/mhfa-centre/resources/

  3. CIPD (2023). Health and Wellbeing at Work: Survey Report. https://www.cipd.org/uk/knowledge/reports/health-wellbeing-work/

  4. MHFA England. MHFAider Support App® – FAQs. https://mhfaengland.org/

  5. MHFA England. Measuring the Impact: How Employers Are Embedding MHFAiders®. https://mhfaengland.org/

 
 
 
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