Stress Awareness Month appears on our calendars every April, but what really changes when it’s over?

According to the Health and Safety Executive, work-related stress, depression, or anxiety accounts for over half of all ill health cases in the UK workplace. That’s not just a wellbeing issue, it’s a culture issue, so why aren’t we creating environments where people feel seen, heard, and supported, every day, not just in April?

When someone opens up about feeling overwhelmed, it’s not a burden, it’s a sign of trust. And as leaders, how we respond matters. You don’t need to have all the answers, but being present, listening without judgment, and creating space for honesty can make a lasting impact.

Supporting people through stress isn’t about fixing them, it’s about showing they’re not alone, and that their well-being is valued. That’s not just leadership. That’s culture.

“But I’m not a psychologist…”

That’s something I hear a lot from leaders and managers. They worry about saying the wrong thing, overstepping, or opening a door they can’t walk through. And honestly? That’s fair. Most of us aren’t trained mental health professionals. But we are people. And sometimes, that’s enough.

I’m proud of what we do at Understood. We don’t train people to be experts in mental health, but we do help them become more confident, compassionate, and consistent in how they respond. It’s about being present.

Here’s what that can look like in a work context:

• A line manager noticing when someone becomes withdrawn during calls, and asking gently, “How are you really doing?”
• A colleague recognising when a team member seems overwhelmed and offering to share the load.
• A senior leader being open about their own limits and modelling that it’s okay to not be okay.

You don’t need to fix someone’s stress, but you can hold space, you can follow up, and you can offer guidance.

Helpful, expert-backed places to signpost in the UK:

• Mind: practical guides on how to support mental health at work
• Mental Health Foundation: prevention-focused advice for employers and employees
• NHS Every Mind Matters: tools to manage stress, sleep, and anxiety

These aren’t just links, they can be lifelines. Making them visible in your organisation sends a powerful message that you care, and you’re prepared.

Stress shows up differently for everyone

The challenge and therefore, the opportunity, is that stress doesn’t present the same way for everyone. For someone in a frontline customer role, it might be emotional exhaustion from constant interactions. For remote workers, it might be isolation. For leaders, it might be the pressure of carrying others while not knowing how to share their own stress safely.

That’s why inclusion and psychological safety are core to this conversation. If people don’t feel safe to speak up, they won’t, and that silence can become costly, both personally and organisationally.

So, what do we do after April?

If there’s one thing I’ve learnt, it’s that culture change doesn’t come from a campaign, it comes from conversation and consistency. Ongoing, sometimes awkward, always worthwhile, and not just in April.

If you’re not sure where to begin, we offer practical support through our Inclusive Conversations and Psychological Safety at Work training. But most of all, we want to create space for honest communication, because that’s where change really starts.

Let’s learn from each other. And if you’re figuring this out as you go, you’re not alone. None of us are, but inclusion isn’t just about who’s in the room, it’s about how they feel when they are there.

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