Mental Health Policy Writing Services

70% of millennials and Gen Zers now expect their employer to support their mental health. And 72% of this age group want transparency about mental health in the workplace.¹ So, implementing systems to support your employees’ mental health has never been more important.

Mental health policies play a big role in this. Having a mental health policy communicates to your employees: we’re serious about mental health. And as 78% of Gen Zers would rather join an organisation that prioritises mental health,² this message is vital.

But what is a mental health policy? And what do you include in it? To answer your questions on mental health policies, this page will cover:

What workplace policies for mental health are
How policies support mental health
What to include in policies for mental health
How a mental health policy writer can help

What Is a Mental Health and Wellbeing Policy?

A workplace policy for mental health is a plan that outlines the company’s approach to mental health. This policy sets the tone for how mental health is viewed and supported within the workplace, and tends to include factors such as:

Destigmatising language: Mental health policies must include information about mental health, such as definitions of mental health and guidance on common mental health struggles. The information included and the language used within your policy can help to normalise mental health difficulties and reduce any stigma around seeking support for mental health.

Prevention strategies: The policy should clearly state the strategies the company is putting in place to prevent its employees from struggling with mental ill-health due to work. For example, maintaining an emotionally healthy and safe workplace environment.
Information on support services: Alongside your prevention strategies, your company’s mental health and wellbeing policy should highlight any support services available to your staff. This would include any Employee Assistance Programs (EAPs) and workplace wellbeing initiatives such as support groups and confidential counselling.

Are Mental Health Policies a Legal Requirement?

A workplace mental health policy is not a legal requirement. However, all employers have a duty of care to support their staff. This duty of care is legally required under the Health and Safety at Work Act 1974 and Equality Act 2010.

In simple terms, this means employers must do what they can (known as making “reasonable adjustments”) to support their employees’ health, wellbeing and safety. For instance, by protecting their employees from discrimination and making sure the working environment is physically and psychologically safe.

So, just as you may provide ergonomic chairs to support healthy posture, the same principles need to apply to your employees’ mental health.

How Do Policies Support Mental Health?

A mental health policy shows an openness and acceptance of mental health. And when workplaces are open about mental health, this creates a psychologically safe environment whereby employees feel more comfortable speaking about their mental health and asking for help.³

Mental health policies also reduce confusion around the steps to take when an employee faces mental health difficulties or supports a colleague. For example, if a colleague discloses thoughts of suicide, an employee may panic, not knowing what to do. If a clear health policy for mental health is in place that outlines the procedure, this reduces distress and confusion.

As such, a mental health policy lays the groundwork for a healthy, inclusive workplace environment. But what do you need to include within your policy?

What Should Be Included in a Mental Health Policy?

When creating a workplace mental health policy, it’s important to cover:

Definitions of mental health, as well as explaining it in simple language.
The concept that mental health is normal and can affect anyone.
That mental health difficulties show up in various ways for different people.
Your company’s view of mental health and approach to mental health difficulties.
What mental health training your management staff have completed.
What support is available, both within the workplace and externally.
The procedure when a staff member needs to take time off for their mental health.
The return-to-work process for someone returning from time off due to mental health.
The importance of confidentiality and how conversations about mental health are protected by confidentiality.
How to respond if a colleague discloses worrying information about their mental health.
The process if an employee has a concern about their or a colleague’s mental health.
Dates of when the wellbeing policy will be reviewed and updated.

Mental health policies should apply to all members regardless of their role, and should be signed by all employees, ideally during onboarding. Mental health policies should also use inclusive, non-stigmatising language throughout. This can be difficult to get right, especially if mental health isn’t your area of expertise. In these instances, a mental health policy writer can help.

How a Mental Health Policy Writer Can Help

A mental health policy writer is an expert in both mental health and policy writing. So, they can help make your mental health policy as inclusive, sensitive and comprehensive as possible.

Here are the main ways a mental health policy writer can assist:

1. Expertise in Mental Health Policy Best Practices

An experienced mental health policy writer is up-to-date with the current mental health laws, legislation and standards within the workplace. This will ensure your mental health at work policy is compliant and aligned with employee expectations.

Furthermore, an expert policy writer who specialises in mental health will have a strong grasp of effective, evidence-based mental health approaches. As such, they can offer guidance on whether your current prevention strategies and support measures are sufficient.

2. Knowledge of Current Mental Health Language

Within your policy, it’s important to use language that is non-judgmental, sensitive and that doesn’t perpetuate stigma or discrimination. This can be difficult to achieve if you’re unfamiliar with mental health best practices, as there are many nuances to mental health language.

For example, “autistic person” is less stigmatising than “person with autism.” Also, Deaf individuals typically refer to themselves as Deaf with a capital D, as this emphasises their deaf identity.

3. Reduces Ethical Risk

Relying on an in-house staff member (or even AI) to write your mental health policy may seem like the cheaper, easier and least time-consuming option. However, a word of caution here – this can pose ethical risks. For example:

Inaccurate or unsafe guidance: A wellbeing policy written by a non-expert or AI may include incorrect advice, outdated practices and unsafe recommendations. This could mislead staff and create harmful situations for those struggling with their mental health.
Breaches of confidentiality and privacy: A policy that doesn’t carefully outline appropriate data-sharing boundaries or encourages disclosure practices that violate confidentiality could expose your company to ethical and legal risk.

Stigmatising or harmful language: Dismissive, pathologising or unintentionally discriminatory language can damage trust with your employees and even reduce the likelihood of them reaching out for support.⁴

Missing safeguarding procedures: A mental health policy must clearly outline what employees are to do in a mental health crisis and how people can respond to disclosures. Non-experts or AI may overlook or not recognise all of these safeguarding procedures, which could leave staff without clear direction in high-risk situations.
Lack of inclusivity: Non-experts and AI may unknowingly overlook cultural considerations, disability barriers and neurodiversity. This could create a policy that excludes certain employees or puts certain people at a disadvantage.

Getting support from an experienced mental health policy writer, such as those at PsychWrite, can eliminate these ethical risks.

Get Help With Mental Health Policy Writing Today

A mental health in the workplace policy is vital for your staff to feel supported and for you to show that your employees’ wellbeing is a priority. Unfortunately, mental health policy writing isn’t straightforward. You have to consider inclusivity, ethics and safeguarding – and when you’re not a mental health expert, this can be tough.

At PsychWrite, all of our mental health policy writers are also mental health professionals. As such, PsychWrite’s writers can take the stress away from writing a mental health policy for your workplace.

By working with specialists, you ensure your policy is clear, evidence-based and grounded in safeguarding best practices. This reduces ethical risk, builds trust across your organisation and creates a consistent, compassionate framework for supporting your staff at every level. Most importantly, it gives your employees confidence that their wellbeing genuinely matters.

Are you ready to support your staff with a comprehensive mental health policy? Get in contact.

References

Calm Health. (2025, March 18). Mental Health Guides for Workplace Well-being. httpss://health.calm.com/resources/guides/2023-workplace-mental-health-trends-report-the-future-of-work/
Onumonu, M. (2025, September 11). 78% of Gen Z would join employers that prioritise mental health, research finds. Workplace Journal. httpss://workplacejournal.co.uk/2025/09/78-of-gen-z-would-join-employers-that-prioritise-mental-health-research-finds/
Head, D. (2025, October 3). Psychological safety: a genuine risk to physical safety. British Safety Council. httpss://www.britsafe.org/safety-management/2025/psychological-safety-a-genuine-risk-to-physical-safety
Volkow, N. D., Gordon, J. A., & Koob, G. F. (2021). Choosing appropriate language to reduce the stigma around mental illness and substance use disorders. Neuropsychopharmacology, 46(13), 2230–2232. httpss://doi.org/10.1038/s41386-021-01069-4