Mental Health Awareness Month: What HR Should Actually Be Doing This May
Written By: Brenda Quach
Every May, social feeds fill up with #MentalHealthAwareness graphics, calming color palettes, and gentle reminders to “check in on your people.” That’s sweet. But if you’re in HR or leading a team, you already know mental health can’t be a once-a-year moment. It has to be baked into how your company actually operates.
So if you’re looking to go beyond the usual post and really support your team this month (and every month), here are a few ways to start.
Revisit your time-off policy
Are your time-off policies supporting well-being or quietly pushing people toward burnout?
Ask yourself:
Is PTO difficult to take or wrapped in guilt or approval loops?
Do you offer mental health or wellness days?
Are managers modeling time off, or proudly working through vacations?
You don’t have to throw out your current system, but a few updates or reminders can go a long way. If your policies are too rigid or confusing, people won’t use them.
Make your handbook more human
It is okay to use software like a handbook builder. However without real guidance on how to communicate what matters, your handbook might miss the mark. The goal is to make employees feel heard and supported.
Adding “real language” around mental health doesn’t mean changing everything. It means adjusting the tone, layout, and clarity of what’s already there.
Here’s what it could look like:
A section that clearly lists mental health benefits and resources
Use language that empowers employees
A short message from leadership about why this matters
Small edits can make your handbook more approachable without losing structure or compliance.
Help managers support (without overstepping)
Frontline managers set the tone more than any Slack message from leadership ever could. If they’re not equipped to spot burnout, have supportive check-ins, or make space for appropriate flexibility, the rest doesn’t really matter.
Consider a quick workshop or conversation this month to:
Share examples of what support can look like (i.e. responses, resources, etc)
Create an environment that normalizes reaching for support
Remind them they are not therapists, just humans who listen and can guide their team to the right resources
Your managers don’t need scripts. They need clarity, consistency, and a little confidence.
Rethink your benefits visibility (no extra cost required)
You don’t need to invest in brand-new offerings to show up for your team. You just need to make existing benefits easier to access and understand.
You could:
Create a one-pager with what’s available and how to use it
Highlight free resources, like your EAP, community support groups, or national mental health hotlines
Ask employees what they’ve used and what they actually find helpful
You may already have great options. The goal is to remove the guesswork.
Check in with yourself, too
If you’re in HR, there’s a good chance you’re the one holding space for everyone else. You deserve the same care and attention you give to your team.
Take a moment this month to step back:
What would help you feel more grounded at work?
Where are you holding too much on your own?
What kind of outside support would ease the load?
You’re not a walking support line. You’re a person, too. Give yourself permission to pause. And take advantage of the resources you so graciously share with others!
Need help customizing policies or making your approach to mental health more meaningful?
This is what we do. We help leaders turn awareness into action with updated language, support strategies, and smart policy design. We’ll also help you take the pulse of your team, so the support you build actually reflects what they need.
Let’s talk about what support could look like for your team. Let’s connect!
