Time to Talk Day 2026: What employers need to know

Workplace mental health costs UK employers around £51 billion annually. Yet nearly half of employees still feel uncomfortable discussing their wellbeing with managers. With mental health conditions accounting for almost 50% of all work-related ill health, leading to 40.1 million lost working days in 2024, the business case for change has never been clearer. [1][2]

Time to Talk Day, taking place on Thursday 6th February 2026, is the UK's biggest mental health conversation. Run by Mind and Rethink Mental Illness in partnership with the Co-op, the day encourages workplaces, families, and communities to talk openly about mental health. For employers, it presents a practical starting point for addressing workplace wellbeing - not through complex programmes, but through conversation.

Summary

• Time to Talk Day 2026 falls on Thursday 6th February. It aims to reduce stigma and encourage open conversations about mental health in workplaces and communities.
• Poor mental health costs UK employers approximately £51 billion per year through presenteeism, absenteeism, and staff turnover [2].
• 45% of employees feel uncomfortable discussing mental health concerns with their manager, fearing negative repercussions [3].
• 75% of employees believe people view mental illness as a weakness - a perception that prevents many from seeking support [4].
• The business case is compelling: employers receive an average return of £4.70 for every £1 invested in mental health support [2].
• Practical participation requires no budget - sharing information, modelling openness from leadership, and creating space for conversation all contribute.
• Employers have legal duties to protect employee wellbeing and make reasonable adjustments for those with mental health conditions that qualify as disabilities.

What is Time to Talk Day?

Time to Talk Day emerged from Time to Change, England's largest programme to tackle mental health stigma. Launched in 2007 by Mind and Rethink Mental Illness with funding from the Big Lottery Fund, Comic Relief, and the Department of Health, the campaign set out to change how people think and act about mental health - not just raise awareness, but shift behaviour. [5]

The approach worked. Over its 14-year run, Time to Change reached millions of people and achieved measurable improvements in public attitudes towards those experiencing mental health problems. [6]

In 2014, the campaign introduced Time to Talk Day as an annual moment for the nation to come together around one simple action: having a conversation about mental health. The idea was that a shared national moment would give people permission to start discussions that might otherwise feel awkward - and that positive experiences would carry forward into everyday life. [7]

Time to Change closed in March 2021, but Mind and Rethink Mental Illness committed to continuing the annual event. Since 2022, the Co-op has partnered with the charities to deliver Time to Talk Day, helping it reach new communities across the UK. [8]

The day is now delivered across the UK by different partner organisations:

• England: Mind and Rethink Mental Illness
• Scotland: See Me with SAMH (Scottish Action for Mental Health)
• Northern Ireland: Inspire
• Wales: Time to Change Wales

The need remains clear. Despite progress, many people still fear judgment when discussing mental health, and workplace stigma continues to prevent employees from seeking support. [8] Time to Talk Day addresses this directly - creating a moment where everyone, regardless of their own experience, is encouraged to talk about mental health.

Why workplace conversations matter

Stigma remains the primary barrier to employees seeking help. Research shows that 75% of employees believe people view mental illness as a weakness [4]. This perception creates silence: over a third of employees feel uncomfortable discussing their mental health with managers, whilst 73% report feeling unable to disclose mental ill-health for fear of jeopardising their job status [5].

The consequences extend beyond individual suffering. Each year, one in six employees experience a mental health issue at work [6]. When these employees struggle in silence, businesses face increased absence, reduced productivity, and higher turnover. Staff turnover attributable to mental health issues has increased over 150% since 2019 [7].

Time to Talk Day addresses this directly. The premise is simple: normalising conversation reduces stigma, which making it easier for people to seek support before problems escalate. Evidence consistently shows that early intervention produces better outcomes for individuals and lower costs for employers.

The business case for action

Mental health is not solely a wellbeing issue - it is a business performance issue. Deloitte's 2024 research estimates the annual cost of poor mental health to UK employers at £51 billion [2]. This breaks down into three categories:

Presenteeism represents the largest share - often invisible on balance sheets but visible in missed deadlines, reduced quality, and disengaged teams. For businesses with remote or hybrid workers, monitoring productivity requires particular care to avoid adding pressure that worsens mental health.

The return on investment for addressing these costs is well-documented. Deloitte's analysis found that employers receive an average of £4.70 for every £1 spent on mental health interventions. The highest returns - up to £6.30 for every £1 invested - come from organisation-wide interventions: changes to workplace culture, policies, and practices that prevent problems like stress and burnout from developing, rather than support offered after employees are already struggling. [2]

These figures reflect reduced absence, improved productivity, and better retention. Companies that foster open communication and mental health awareness see a 20% increase in employee retention rates [3]. When 61% of UK employees who left a job in the past year cited poor mental health as a factor [7], the retention argument alone justifies investment.

How to participate in Time to Talk Day

Participation does not require a significant budget or elaborate programmes. The most effective approaches focus on creating permission to talk and demonstrating that conversations are welcome.

Free resources

Mind and Rethink Mental Illness provide free downloadable resource packs designed specifically for workplaces. These include posters, social media graphics, conversation starter cards, bunting, bingo cards, and true-or-false quizzes - everything needed to run activities without starting from scratch. [12]

The Time to Talk Day website offers tailored guidance for employers and provides many practical suggestions.

• Hosting a lunch and learn session, in person or virtually, where colleagues can share experiences or learn about mental health support.
• Organising walk and talk events - side-by-side conversations often feel less awkward than face-to-face.
• Running a tea and coffee catch-up with conversation prompt cards.
• Holding a quiz with mental health questions woven in.
• Simply sharing the campaign graphic on internal channels using #TimeToTalk [13].

For those wanting to build confidence before starting conversations, Mind offers a free online course called Conversations in the Community. The self-paced course includes video clips of real conversations about mental health and practice scenarios. [14]

Leadership visibility

When senior leaders acknowledge stress, tiredness, or the challenges of balancing work demands - without oversharing - it signals that similar conversations are acceptable throughout the organisation. This modelling matters more than formal policies. Employees watch what leaders do, not just what policies say.

Consider having a senior leader share a brief message on Time to Talk Day acknowledging that mental health affects everyone and that support is available. Focus on being authentic rather than overly polished.

Creating space, not spotlight

The goal is making conversation possible, not mandatory.

• Quiet check-ins: Managers asking "How are you really doing?" during one-to-ones, with genuine time to listen.
• Visible information: Posters, intranet pages, or team communications highlighting available support - Employee Assistance Programmes, mental health first aiders, external resources.
• Low-pressure activities: Tea and coffee catch-ups, walking meetings, or designated time for informal conversation.
• Clear signposting: Ensuring employees know what support exists and how to access it.

Research shows that over half of employees are unaware of available mental health support [4]. Communication - not lack of resources - is often the barrier.

Conversation guidance

Mind offers practical tips for having supportive conversations [8].

• Ask open questions: "What does that feel like?" gives space to share without pressure.
• Listen without fixing: Resist the urge to offer solutions immediately - being heard is often what people need.
• Respect readiness: Some people may not want to talk yet. Acknowledging this without pressure makes future conversations more likely.
• Follow up: Checking in again shows ongoing support rather than a one-off gesture.

Building sustainable support

Time to Talk Day works best as a catalyst rather than a standalone event. Organisations seeing lasting improvement treat it as part of a broader workplace wellbeing strategy.

Monitor and measure

Track indicators such as absence rates, engagement survey results, and uptake of support services. Without data, it is difficult to identify what works or where gaps remain.

Train managers

Managers often hold back from approaching employees they suspect are struggling - 55% report fear of mishandling the situation [4]. Brief training on recognising signs, starting conversations, and knowing when to signpost professional support builds confidence. Mental Health First Aid training provides one structured option, though lighter-touch awareness sessions also help.

Mind provides recorded webinars through its Mental Health at Work Commitment series, covering topics such as prioritising mental health through systematic programmes and creating open workplace cultures. [15]

Managers do not need to be mental health experts. Knowing what resources exist and being willing to listen covers most situations.

Review policies and practices

Consider whether existing policies support or hinder mental health. Your employee handbook sets the tone for how mental health is treated across the organisation. Questions to ask include:

• Do flexible working arrangements genuinely flex, or only in theory?
• Are workloads monitored and redistributed when individuals struggle?
• Do return-to-work processes support gradual reintegration after absence?
• Is mental health mentioned explicitly in wellbeing policies?
• Does your approach account for neurodivergent employees, who may experience mental health differently?

Beyond Time to Talk Day

Time to Talk Day works best when it prompts longer-term thinking rather than a single day of activity. The organisations seeing genuine returns use it as a starting point: reviewing policies, training managers, making support visible, and building mental health into everyday management practice.

A single conversation rarely transforms workplace culture, but consistent attention to how employees are supported - and whether they feel able to ask for help - does. Small, repeated actions often matter more than large one-off initiatives.

The costs of poor mental health are measurable: higher absence, lower productivity, increased turnover. The returns on investment are equally clear. For employers ready to act, Time to Talk Day offers a practical first step toward a workplace where mental health is treated with the same seriousness as physical safety.

This article is intended for informational purposes only and does not constitute legal advice. The information is accurate at the time of writing but may be subject to change. For advice specific to your situation, please consult a qualified professional.

[1] Health and Safety Executive, Health and safety statistics 2024/25, November 2025.

[2] Deloitte UK, Mental health and employers: the case for investment, May 2024.

[3] MHFA England, Key workplace mental health statistics for 2024, 2024.

[4] Benenden Health, Bridging the mental health gap, September 2024.

[5] Action Mental Health, World Mental Health Day: Tackling Stigma and Knowing Your Mental Health Rights in the Workplace, October 2023.

[6] People Management, It's time to address mental health stigma at work, October 2024.

[7] Spill, Workplace mental health statistics, 2025.

[8] Mind, Time to Talk Day - Talking tips, 2025.

[9] Action Mental Health, World Mental Health Day: Tackling Stigma and Knowing Your Mental Health Rights in the Workplace, October 2023.

[10] People Management, It's time to address mental health stigma at work, October 2024.

[11] Spill, Workplace mental health statistics, 2025.

[12] Time to Talk Day, Download a Pack, 2025.

[13] Time to Talk Day, Employers, 2025.

[14] Mind, Conversations in the Community, 2025.

[15] Mind, Mental Health at Work Commitment webinars, 2025.

[16] Mates in Mind, Time to Talk Day 5 February 2026, 2025.