UK Mental Health at Work · 2026
How do I talk to my UK manager about mental health?
Signs to look for
Indicators that talking to your manager could help: condition is affecting your work and you need adjustments; you've taken or need time off; you want to access EAP/Occupational Health; you need protection under EqA disability provisions. Indicators to delay/avoid disclosure: manager has shown bias previously; condition is stable and not affecting work; you're in probation; very small organisation without HR support. Some signs your manager will be supportive: prior open conversations about wellbeing; references to EAP/wellbeing initiatives; acceptance of others' adjustments; calm response to you raising other issues.
Practical steps
1) DECIDE what to disclose: full diagnosis + history? Just current impact? Just adjustments needed? Less can be more. 2) PREPARE script: 'I'd like to discuss something personal that's affecting my work. I have a long-term mental health condition. I'm not asking for special treatment — I'd like to discuss specific adjustments that would help me perform at my best.' 3) CHOOSE timing/place: not Monday morning, not before deadlines; private space; sufficient time (30 min minimum). 4) FRAME around adjustments: focus on what would help, not just diagnosis. 5) SUGGEST specific adjustments: flexible start time, work from home days, regular check-ins, EAP referral, OH referral. 6) FOLLOW UP in writing: email within 24 hours summarising discussion + agreed actions. 7) ESCALATE to HR if response is poor.
When to seek help
If you have any doubt about manager response, consider: (a) talking to HR first about disclosure process; (b) Occupational Health referral as initial step (medical professional involvement adds weight + protection); (c) GP letter supporting need for adjustments; (d) Mind UK info line 0300 123 3393 for advice on workplace disclosure; (e) ACAS helpline 0300 123 1100 for legal angle if you anticipate problems.
Your UK rights and support
Equality Act 2010 protections: once employer aware of mental health condition meeting EqA s.6 disability test (12+ months substantial impact), s.20 reasonable adjustments duty + s.15 (discrimination arising from disability) protection apply. UK GDPR: mental health is 'special category' personal data — explicit consent needed for sharing beyond need-to-know; should be confidential. Employer duty of care under Health & Safety at Work Act 1974. April 2024 carer's leave + leave entitlements may apply. Most UK employers' mental health policies are in handbooks — read before disclosure.
Worked example
James has been managing OCD for years. Anxiety symptoms increased after a manager change. He: (1) prepared a script focusing on adjustments not diagnosis; (2) booked a 30-minute 1:1 with his line manager; (3) led with: 'I have a long-term condition that's currently flaring; I'd like to discuss adjustments to keep performing well — flexibility on start time, fewer back-to-back meetings, home-working on Mondays.' (4) Manager initially uncertain; James offered OH referral as next step; (5) HR organised OH; OH report supported all adjustments; (6) adjustments implemented within 4 weeks. James kept written record throughout. Without the structured approach, the conversation could have been awkward and inconclusive.
Recruiter pro tip
The most powerful framing for mental health disclosure is 'I'd like to discuss specific adjustments that would help me perform at my best' — not 'I'm struggling with my mental health.' The first invites a problem-solving conversation; the second invites awkwardness. Lead with what you need (adjustments), provide just enough context (long-term condition affecting work), and propose Occupational Health as the formal route if your manager seems uncertain. OH involvement legitimises the request and removes manager discretion from the equation.
If you need urgent help: Samaritans 116 123 (free, 24/7); NHS 111 mental health option; A&E if at immediate risk. Mind UK — 0300 123 3393. NHS Talking Therapies self-referral. This guide is general information, not medical or legal advice.
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