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May is Mental Health Awareness Month, and it’s a fitting time to talk about a topic that continues to affect workplaces across the country—how employers can support employees in asking for help when they’re struggling.

Mental health challenges don’t always show up obviously at work. In fact, employees often go to great lengths to hide what they’re experiencing out of fear of judgment or job insecurity. That’s why employers play a vital role—not in solving the problem, but in creating the kind of environment where it’s okay to talk about it.

At J Gard Benefit Consultants, we believe employers are not just benefit providers—they’re culture shapers. And together with Youturn Health, we want to help you create a workplace where employees feel safe asking for help before reaching a breaking point.

Why This Matters

Mental health is health. And when employees don’t feel safe speaking up, it can lead to burnout, lost productivity, increased turnover, and in some cases, crisis. But when employers foster a culture of support, employees are more likely to seek help early and stay engaged at work.

What Employers Can Do

Here are some actionable ways employers can create a culture that empowers employees to speak up about mental health.

1. Train Leaders to Recognize and Respond

Your managers and supervisors are often the first to notice a change in behavior. Equip them with the tools to spot signs like:

• Withdrawal from meetings or coworkers

• Sudden drop in performance

• Irritability, exhaustion, or lack of engagement

• Difficulty concentrating or making decisions

Then, teach them how to open a conversation with empathy. Something as simple as, “I’ve noticed you seem a bit off lately—how can I support you?” can open the door to support.

2. Normalize the Conversation

Mental health shouldn’t be a once-a-year discussion. Normalize it through:

• Mental health awareness events (like those during May)

• Stories from leadership about their own challenges or coping strategies

• Regular internal messaging that includes mental health resources

The more employees hear about it, the less intimidating it becomes to ask for help.

3. Offer a Variety of Support Options

Every employee is different. Some may need clinical support, while others may just need someone to talk to. Offer a range of support:

• Emotional support: Encourage peer connections and active listening

• Tangible support: Offer flexibility with schedules, workloads, or leave time

• Informational support: Provide access to tools like Youturn Health or local counseling resources

• Appraisal support: Reinforce employees’ strengths and resilience

When employees understand the types of support available, it’s easier for them to articulate what they need.

4. Make Resources Easy to Access—and Understand

Offering resources is great. Making them easy to find and use is even better. Simplify the process:

• Share EAP contact information often and clearly

• Highlight digital platforms like Youturn Health that offer coaching and educational content

• Walk employees through how to access care—don’t assume they know

Let employees know: “It’s okay to need help, and here’s how you can get it.”

5. Create Space for Real Conversations

Encourage managers to hold regular one-on-ones and casual check-ins that allow space for honest conversations. These don’t have to be about mental health specifically—but when trust is built, those topics come up naturally.

If an employee isn’t ready to talk, that’s okay. Let them know you’re available and follow up with care. Building trust takes time.

Support Your Supporters

HR teams and people leaders are carrying a lot. Encourage them to care for their own mental health, too, with wellness programs, peer support, or ext

ernal coaching. A culture of care starts at the top—and it must include those who give the most.

Let’s Work Together to Make Mental Health a Priority

Mental Health Awareness Month reminds us that mental well-being is part of the whole employee experience—not just something addressed in times of crisis.

J Gard Benefit Consultants, in partnership with Youturn Health, is here to support your organization in building a workplace culture that prioritizes mental health year-round. Whether through training, digital tools, or customized benefit solutions, we’re committed to helping your employees feel seen, supported, and empowered to ask for help.

Want to learn more about how to integrate mental health tools into your employee benefits strategy?
Contact J Gard Benefit Consultants today or visit YouturnHealth.com to explore coaching, courses, and other resources available to your team.

OTHER RESOURCES:

SAMHSA has developed a conversation guide (PDF | 98 KB) to support a friend or loved one by providing them with access to services for mental health or substance use. This guide helps start conversations respectfully and helps guide the friend or loved one to resources that could help.

An additional resource for conversations is the National Alliance on Mental Illness’s (NAMI) Tips For How to Help a Person with Mental Illness.

Inclusive language matters:

• The Reframing Language infographic (PDF | 604 KB) is a valuable resource from the National Federation of Families that provides guidance on how to talk about mental health in a positive way while advocating for acceptance of anyone experiencing mental health challenges.
• NAMI’s Your Language Matters guide (PDF | 84 KB) and NAMI California’s Say This, Not This: Speaking About Mental Health offer additional guidance