In partnership with mental health charity SANE, we surveyed 2,000 UK workers* to understand how mental health is being experienced, supported, and sometimes overlooked in the workplace. The findings reveal a city that’s talking more openly about wellbeing, but still has a long way to go in turning awareness into positive results.
*All statistics referenced in this article are based on responses from people in the South West.
The conversation is opening but not everyone feels safe to speak
Mental health is no longer a taboo subject in most workplaces, but that doesn’t mean everyone feels comfortable talking about it. Across the South West in particular, 33% of workers said they would feel uncomfortable discussing their mental health at work. That’s one-in-three people who might be struggling in silence, worried about being judged, misunderstood, or treated differently.
When it comes to opening up, most people turn to those closest to them. In the workplace, that often means peers. Reed’s research highlights that 38% of workers said they’d feel comfortable talking to team members. On the other hand, 34% would talk to their manager, but 34% wouldn’t talk to anyone at all.
That last figure is a red flag. It suggests that for a significant portion of the workforce, there’s no clear or safe route to support. And that’s something employers can and must change.
Time off for mental health: A reality for many
Mental health challenges are real, and they’re affecting people’s ability to work. In our survey, 31% of workers in the region said they had taken time off due to mental health reasons. Looking at the wider picture, that’s nearly a third of the workforce stepping back because they need space to recover, reset, or simply breathe.
But what happens when they do?
Unfortunately, not everyone feels supported. One-in-five said their employer wasn’t supportive during their time off. When asked why, 40% said their employer wasn’t flexible enough, over a third said that they experienced a lack of communication during or after their absence. And surprisingly, 40% of employees highlighted that they felt micromanaged when they returned.
These are statistics that tell real stories. Stories of people who needed compassion and instead felt punished, found their trust broken, confidence shaken, and recovery made harder than it needed to be.
The weight of work: What’s driving poor mental health?
So, what’s causing people to struggle in the first place? When we asked what factors had negatively impacted mental health at work, the top answers were:
Heavy workload (45%)
Poor work-life balance (33%)
Management style (33%)
Feeling undervalued (27%)
A heavy workload can bleed into personal time. A poor manager can make a tough job feel impossible. A lack of recognition can turn effort into exhaustion. Let’s dive deeper into management style, because it’s one of the most influential – and most overlooked – factors in workplace wellbeing.
Why management style matters more than ever
A manager doesn’t need to be a therapist, but they need to be empathetic and approachable.
The way someone leads, including how they communicate, respond to stress, and support their team, can have a profound impact on mental health. A good manager can create a sense of safety and trust – while a poor one can do the opposite.
In Bristol, where many workplaces pride themselves on being progressive and people first, this is a crucial area for reflection. Are managers being trained to spot signs of burnout? Are they encouraged to lead with empathy? Are they given the tools to support their teams?
When management styles become a source of stress, it doesn’t only affect performance, but it also affects people’s lives.
What support exists and what’s still missing?
Some Bristol employers are already taking steps in the right direction. When asked what mental health resources were available at work, employees mentioned:
Counselling services (31%)
Flexible working hours (29%)
Mental health first aiders (24%)
These are positive signs but they’re not enough on their own. True support means making sure people know help is available, feel safe accessing it, and trust they’ll be met with understanding and care.
When asked what would make a difference, workers were clear. More than a third (40%) want more flexible working arrangements, managers to receive mental health awareness training (37%) and better communication about the support that’s already available (35%).
In other words, people want better – better understanding, better leadership, and better access to the help they need.
Stigma still exists and it’s holding people back
Perhaps the most sobering finding from our survey is that 26% of workers said they had felt discriminated against or stigmatised at work because of their mental health. That’s more than one-in-four people who felt judged, excluded, or treated unfairly because of something they were struggling with.
This is the reality we need to change. No one should have to choose between their mental health and their career.
What employers can do
If you’re an employer in Bristol, here’s what your teams are quietly asking for:
Create a culture of openness: make it clear that mental health is not a weakness and that it’s part of being human.
Train your managers: equip them with the skills to lead with empathy, spot signs of distress, and respond with care.
Be flexible: flexibility is about trust, autonomy, and understanding that life doesn’t always fit into a 9am–5pm box.
Communicate clearly and often: don’t assume people know what support is available. Talk about it and make it easy to access.
When it comes to mental health in the workplace, employers in Bristol have the chance to lead from the front by offering support, building cultures where people feel safe, and supporting people every single day.
Looking to hire talent or find your next role across the South West? Connect with our Reed office in Bristol today.
