In Coventry and across the West Midlands, the conversation around mental health in the workplace is growing louder, but many employees still feel unheard. While there are signs of progress, the data reveals a workforce under pressure, with many struggling in silence and support systems not always meeting their needs.
We partnered with independent mental health charity SANE to bring awareness and shed light on mental health in the workplace. As part of this collaboration, we conducted a OnePoll survey of 2,000 UK employed adults in April 2025.
All statistics referenced in this article are based on responses from people in the West Midlands region.
Nearly half of respondents in the region (49%) said they feel comfortable discussing their mental health at work. This is a positive step forward, suggesting that stigma is beginning to lift. However, the picture becomes more complex when we look deeper. A significant 32% of workers say they wouldn’t feel comfortable talking to anyone at work about their mental health - not a manager, a colleague, or HR.
Interestingly, employees are more likely to open up to their peers or team members (40%) than to their managers (36%), and only 15% would feel comfortable approaching HR. This trust gap highlights a need for organisations to build more psychologically safe environments, where mental health conversations are not just accepted, but actively encouraged.
Supportive employers: a mixed experience
When employees take time off due to mental health issues, 61% report that their employer was supportive. That’s encouraging - but it also means nearly four-in-10 did not feel supported during a critical time. Among those who felt let down, half said their employer failed to offer flexibility, such as easing deadlines or allowing additional breaks. Another 50% cited a lack of communication during and after their absence, while the same proportion said their manager responded with criticism rather than encouragement.
These experiences suggest that while policies may exist, the way they are implemented - particularly by line managers - can make or break an employee’s recovery and long-term wellbeing.
The pressures behind the problem
When asked what’s negatively impacting their mental health at work, employees pointed to familiar culprits. Poor work-life balance was the most common factor, cited by 35% of respondents. Close behind was the pressure of heavy workloads (33%), followed by feeling undervalued (26%). These are not isolated issues, they reflect a broader culture of overwork and under recognition that continues to affect employee wellbeing across the region.
The consequences are clear: 85% of respondents said they have experienced symptoms of burnout or exhaustion due to work. That’s not just a wellbeing issue, it’s a productivity and retention crisis in the making.
Are mental health resources working?
Many local employers are offering mental health support, but there’s a disconnect between what’s available and what employees actually use. Flexible working hours are the most commonly provided resource, available to 31% of employees. Counselling services follow at 28%, with employee assistance programmes (EAPs) and mental health first aiders both offered by 25% of employers.
However, uptake is low. Only seven per cent of employees have used their EAP, and just five per cent have accessed mental health first aiders. This suggests that while resources are technically in place, they may not be well communicated, trusted, or accessible. This is reflected in the fact that 33% said they want better communication from their employer about the support that’s available.
Over a third (36%) of respondents in Coventry or the West Midlands want managers to receive mental health awareness training, recognising that leadership plays a pivotal role in shaping workplace culture. And 33% are calling for more flexible working arrangements.
These aren’t extravagant requests, they’re practical, achievable steps that can make a meaningful difference. Employees are asking for workplaces that are not only reactive to mental health issues but proactive in preventing them.
The message is clear…
For organisations in Coventry and the wider West Midlands, the message is clear: mental health must be treated as a strategic priority, not a side initiative.
This means fostering a culture where employees feel safe to speak openly, without fear of judgement or repercussions. It means equipping managers with the tools and training to lead with empathy and awareness. It means rethinking workloads and expectations to prevent burnout before it begins. And above all, it means valuing employees not just for their output, but for their wellbeing.
Looking for further mental health and wellbeing advice? Take a look at our mental health and wellbeing hub for further guidance.
