This resource developed by Mind, aims to guide employers and managers when supporting staff who are experiencing mental ill-health. The practical steps include: creating a culture that supports staff to be open about their mental health; having conversations with staff about their mental health; supporting staff experiencing mental ill-health and managing an employee’s absence and their return to work. There are also case study examples, tips and further resources throughout the guidance to support users with practical and simple advice.

CIPD have created a short 3-page guide detailing 4 steps that managers can take to help their team thrive and avoid stress affecting the success of their team. The four steps include: getting to know the team better, leading by example and promoting healthy work habits, reviewing job design and workloads and assessing their management style. The guide also signposts to other supporting documents and resources throughout the guide.

MHFA provide line manager training through in house or open courses.

In addition to line manager training available from MHFA, MHFA have revised and updated the original Line Managers’ Resource developed by Shift, Department of Health, the Department of Work and Pensions and the Health and Safety Executive. As with the previous edition, this guidance offers practical advice for managers who want to create mentally healthy workplaces. In addition, the new edition also focuses on prevention, particularly focusing on MHFA training. The guide details 7 sections: the relationship between work and mental health and wellbeing; promoting wellbeing; recruitment and promotion; identifying early warning signs and talking early on; keeping in touch during sickness absence; returning to work and reasonable adjustments and sources of help and information.

Based on the HSE Management Standards, this toolkit aims to help managers have conversations with their staff around preventing work-related stress. Within the toolkit, there are 6 conversation templates which managers can use to talk through the different areas which may be causing work-related stress within their team. These conversation templates are based on talking around demands, control, support, relationships, roles and change.  It is suggested that this toolkit is not used in isolation if there is already an existing problem with work-related stress. Instead it should be used as one part of the journey to addressing any work-related stress issues.