How To Create a Workplace Mental Health Champion Network

Work and mental health are inextricably linked.

Mental health can be impacted by work and work can impact mental health. A recent poll finds 33% of employees feel their work productivity suffers because of their mental health, and 36% say their mental health suffers because of work demands. WebMD’s 2024 Workplace and Employee Survey also found mental health was correlated with employee engagement, employee experience, perceptions of organizational care, psychological safety and feelings of belonging at work.

In response, employers have bolstered their mental health offerings, like free counseling sessions through Employee Assistance Programs (EAPs), access to mental health text/chat apps, mental health first aid trainings for managers and leaders, and more mental health days.

But some employers are taking support one step further with a “boots-on-the-ground” approach to mental health: mental health champion networks. These networks, made up of individuals at all levels in the organization, can help to further break down the stigma of mental health and offer a much-needed form of support. In fact:

• A well-known consumer products company has trained 4,000 of its global staff members to serve as “mental health champions,” who are responsible for identifying signs of mental health struggles among colleagues and referring them to appropriate mental health professionals.¹
• Business Group on Health’s 2024 Large Employer Survey found 52% of employers intended to implement trainings to help employees recognize mental health issues and direct peers to appropriate resources; 74% said they provided a similar training for managers.²

Harvard Business Review writes, “By acting as advocates for mental health, these champions can deliver feedback to decision-makers and identify areas of improvement for organizations. As a point of contact for employees, they can be a source of peer support, which research suggests can build resilience, help prevent burnout, and aid in addressing the rising epidemic of loneliness at work.”³

Why workplace mental health champion networks are becoming more popular.

First, the experiences of peers and the commiseration and support we receive from them can spur us to make positive changes in our own lives. We know this from our own client experience with group health coaching and wellness champion networks. Second, trust in institutions is eroding, but employees still see their employers and leaders as trusted sources of information. Third, more than three-quarters of employees say supervisors, HR and senior leadership should be responsible for helping employees feel comfortable discussing mental health at work. And 83% of employees agree that mental health and well-being training is important in creating a positive workplace culture.

The role of mental health champions in the workplace.

Like wellness champions, mental health champions are employees who agree to advocate for mental health in the organization. Whether individually, or as part of a mental health champion network, they work to promote a supportive culture around mental health, reduce stigma and encourage more open conversations about mental well-being. They can be line employees (peers), managers, or leaders—and we’ll discuss how each group might play a slightly different role as a mental health champion in a moment.

Qualities of good mental health champions.

Employees who are trusted, approachable and empathetic make good champions. They must have good communication skills, the ability to listen without judgement, and most importantly, be comfortable talking about mental health. Champions need not have experienced a mental health crisis in order to serve in the role, though personal experiences can certainly help them relate to employees who are going through a difficult time. They must be able to make a reasonable time commitment, be capable of organizing mental health initiatives, and able to interface with HR and senior leadership to gain support and funding.

Types of mental health champions.

Let’s now discuss the types of mental health champions and the value that each can add.

Peer mental health champions.

Peer mental health champions play a crucial role. In addition to serving as a confidential resource for employees who may not feel comfortable speaking to HR or their manager, they connect employees with company programs that support mental health. A business unit or department may have one or several employees who are designated as mental health champions.

These employees organize events, publicize resources and promote mental health initiatives in the organization. They help make connections to other aspects of a company’s well-being program that could help with mental well-being (wellness challenges, nutrition support, resilience programs, and more). This is important in getting the organization to view mental health as connected to other aspects of health, rather than a standalone component. Finally, they keep an ear to the ground and relay employee feedback to decision-makers to refine mental health programs.

Manager mental health champions.

All managers play a unique and important role in supporting mental health at work. Since they work closely with their team, they’re in the best position to identify when an employee might need support. That said, it’s smart to designate certain managers who are part of the overall mental health champion network. In this way, employees who may not be comfortable speaking with their own manager but would value the opportunity to speak with someone in a manager-level position, can receive support.

Leader/executive mental health champions.

Like other aspects of well-being, leaders set the tone for mental health in an organization. This is why it’s important to identify one or more executive sponsors for the mental health champion network. This individual should be passionate about breaking down the stigma of mental health and perhaps be willing to share personal experiences or stories about how they protect their mental well-being. They regularly address mental health and company resources in all-hands meetings and meet with the entire champion network to stay abreast of how employees are feeling to understand the type of support needed.

Mental health champion training.

In general, all types of mental health champions will benefit from awareness training that includes:

• A basic understanding of common mental health conditions and their symptoms (depression, anxiety, stress, burnout).
• How to recognize warning signs and symptoms.
• An understanding of the impact of mental health on workplace performance and well-being.
• How to maintain confidentiality and set appropriate boundaries. 
• The resources the company makes available to support employees with mental health.

Managers may benefit from more specific training on what to know, say and do if they suspect an employee is experiencing a mental health challenge and what their role is in supporting an employee. Leaders may need help with high-level messaging skills to be able to discuss mental health in employee forums as well as externally (for example, with the media).

Tips for establishing a workplace mental health champion network.

Here are some items to consider as you go about forming a mental health champion network in your organization.

• Define clear roles and boundaries. Establish what champions can offer (peer support, resource navigation) versus what requires professional intervention. Create straightforward guidelines that protect both mental health champions and employees seeking help.
• Seek cross-functional representation. Recruit champions from diverse departments, levels, and backgrounds to ensure the program resonates across different employee experiences. Employee Resource Groups (ERGs) can be a good place to promote the champion network and recruit members.
• Connect well-being initiatives to business outcomes. Track relevant metrics like retention, engagement, and reduced absenteeism to demonstrate the network’s business value.
• Integrate the network with existing well-being initiatives. Connect the champion network with current benefits, EAP services, and well-being programs to create cohesive mental health strategy rather than a standalone effort.
• Recognize and reward champions. Acknowledge contributions through formal recognition, professional development opportunities, or inclusion in performance management goals.
• Create a sense of community. Champions may need their own support system. Provide opportunities for champions to regularly connect and support each other. And make sure to regularly check in with champions to receive their feedback and address any concerns. 

Ideas for mental health champion network activities.

Once you’ve established your mental health champion network, hit the ground running with these activity ideas.

Mental health awareness campaigns.

• “Green ribbon” or similar visual solidarity campaigns during May’s Mental Health Awareness Month.
• Keep the conversation going beyond May with monthly initiatives focused on different aspects of mental health.
• Employee, leader, and mental health champion testimonials on workplace social media.

Lunch & learn sessions.

• Informal discussions on specific mental health topics with external experts or health coaches.
• Skill-building workshops on stress management, mindfulness or emotional intelligence.
• Panel discussions featuring champions sharing personal experiences and coping strategies.

Peer support circles/Employee Resource Groups (ERGs).

• Structured, confidential small group sessions or ERGs dedicated to specific challenges (e.g., parenting stress, caregiver support).
• Walking groups that combine physical activity with informal peer connection.
• Virtual “coffee chats” that allow remote employees to maintain connection.

Wellness challenges.

• Team-based activities that promote healthy mental health habits (meditation, gratitude journaling, sleep hygiene).
• Individual or team-based physical wellness challenges, like steps challenges.
• “Digital detox” challenges that encourage healthy technology boundaries.

Resource navigation support.

• “Office hours” where champions help colleagues understand available benefits.
• Creation of easily accessible mental health resource guides tailored to specific needs.
• Quick response system for helping employees in immediate distress connect with professional support.

Manager training partnerships.

• Co-facilitation of mental health conversations in team meetings.
• Practical workshops on recognizing signs of struggle and having supportive conversations.
• Tips for creating psychologically safe environments within teams.

Work environment enhancements.

• Designation of quiet spaces for mindfulness or decompression.
• Workplace assessments to identify and address environmental stressors.
• Integration of nature elements or calming design features in workspaces.

Mental health champion networks can help organizations who are already committed to providing support for mental health take the next step. These networks contribute to a healthy workplace culture and are a powerful way to continue to break down the stigma of talking about mental health in the workplace. If you’d like help forming a mental health champion network in your organization, request a demo today.