Support mental health with a 4-week Mental Health Awareness Month roadmap

It’s Monday morning, your inbox is full, and yet your mind just can’t focus. We’ve all been there. For some, though, it’s not just “one of those days.” It’s part of a bigger mental health challenge, something nearly 1 in 5 adults in the U.S. experience every year. In Canada, the numbers are just as real, with about 23% of adults affected.

And the workplace isn’t exempt. In fact, mental health–related leaves of absence have skyrocketed 300% in just six years. These numbers tell a clear story: talking about mental health at work isn’t a “nice to have,” it’s a must.

That’s where Mental Health Awareness Month comes in. Every May, it’s a chance to stop sweeping stress, burnout, and anxiety under the rug and start talking about them honestly, openly, and without stigma. Because when employees feel supported, they don’t just get through the day; they thrive. This is the foundation of a strong company culture where people can do their best work.

To help you get started, we’ve put together a 4-week roadmap that keeps things practical, people-first, and easy to follow.

What is Mental Health Awareness Month & why it matters

First established in 1949 by Mental Health America (MHA), Mental Health Awareness Month was created to reduce stigma, advocate for better care, and promote everyday mental wellness. Over the years, countless organizations have joined the cause — from community groups to workplaces — helping to make the conversation louder, stronger, and more urgent.

Mental health isn’t just about avoiding illness; it’s about a state of well-being where people can think clearly, manage emotions, handle stress, and engage in healthy relationships. In other words, it’s not just “mental health,” it’s emotional, psychological, social, and even financial wellness rolled into one.

Mental health also matters at work. When employees feel supported, they’re more focused, engaged, and likely to stay in an organization. On the flip side, burnout and stigma drag down performance, morale, and retention, and ultimately chip away at company culture. The cost of ignoring it? High. The benefits of building a healthy work environment? Even higher.

Quick hits: 4-week agenda for May

Each week in May has a theme, and these themes include activities, building momentum as the month goes on. By the end of May, the goal is to have open conversations, share tools, highlight resources, and strengthen connection, all while making mental health and employee wellbeing a shared priority:

Week 1: Let’s talk about it

The first step? Breaking the silence. Stigma has kept too many people from speaking up about mental health at work. Week 1 is about making space for open dialogue, not therapy sessions, just real, judgment-free conversations.

Ideas for week 1

• Kick off with a campaign: Posters, Slack posts, or quick leadership videos can spark conversation.
• Leadership storytelling: A manager sharing their own experience shows vulnerability and sets the tone for mindful leadership.
• Bust the myths: Run a Q&A or anonymous “story box” to challenge misconceptions.

When people feel safe saying, “I’m struggling right now,” that’s psychological safety in action and the foundation of a healthier company culture.

Week 2: Find your calm

After opening the conversation, give employees practical tools to manage everyday stress. Mindfulness and emotional intelligence are essential skills that build resilience and focus.

Ideas for week 2

• Daily mindfulness: Invite a certified instructor to lead short guided sessions, or share simple breathing techniques.
• Workshops on emotional intelligence: Help employees recognize triggers, manage stress, and build healthier responses.
• Share apps and tools: Curate a list of meditation apps, podcasts, or self-care trackers that employees can use at any time.

By Week 2, employees walk away not just talking about mental health, but actively building habits that protect it.

Week 3: Know what’s here for you

While awareness is key, access is even better. Week 3 is about making sure employees know exactly what resources exist and how to use them. Too often, benefits sit unused simply because people don’t know they exist.

Ideas for week 3

• Invite an expert: Bring in a guest speaker or an HR rep to explain employee wellness programs or Employee Assistance Programs (EAPs) in plain language.
• Highlight mental health benefits: From therapy coverage to wellness stipends, clearly communicate what’s available.
• Support kits: Share practical tools like journaling prompts, hotline numbers, or quick self-check guides.

The more accessible support feels, the more likely employees are to reach for it when they need it.

Week 4: Connection & culture of care

At the end of the day, culture is what sticks. To wrap up the month, focus on building connections. Celebrate progress and show employees that mental health isn’t just a one-month initiative; it’s part of how your company operates.

Ideas for week 4

• Peer support groups: Launch buddy systems or voluntary check-in groups.
• Gratitude and kindness challenges: Encourage small daily acts that build connection and positivity.
• Closing celebration: End the month with a wellness fair, recognition ceremony, or reflection session to mark progress.

A culture of care doesn’t happen in a week, but Week 4 can set the tone for what comes next in making employee wellness an everyday reality.

Launch tips: Planning & promotion

Pulling off a meaningful Mental Health Awareness Month takes a little prep, but it doesn’t have to be overwhelming. These tips will help keep the month smooth and impactful:

• Leadership engagement: Encourage managers and executives to actively participate. When employees see leaders joining a mindfulness session or sharing their own stories, it normalizes care and builds momentum.
• Internal promotion strategy: Use the channels you already have — email, Slack, posters, your intranet. Keep the messaging clear, empathetic, and consistent so everyone knows what’s happening and why.
• Participation & motivation: A little gamification goes a long way. Offer “wellness points,” digital badges, or small rewards for joining events or completing challenges. (Nothing fancy — even bragging rights can be motivating.)
• Resources & partnerships: Highlight existing internal offerings like EAPs and telehealth but also consider inviting external experts to lead workshops or Q&As. Outside voices can bring fresh perspective and credibility.

With thoughtful planning, you’ll create a month that doesn’t just raise awareness but inspires lasting change.

How to sustain beyond May

Mental health isn’t a campaign to roll out once a year. To make a real difference, the practices from May need to live on. That means embedding wellness into everyday work culture.

• Keep resources visible year-round: Keep EAP info, mindfulness check-ins, and self-care tools easy to find.
• Introduce regular follow-ups: Try monthly wellness themes, seasonal check-ins, or quarterly mental health touchpoints.
• Track success: Use feedback, participation rates, and EAP usage to measure what’s working and where to improve.
• Share stories: Highlight employee testimonials and leadership reflections. When people see peers opening up, it makes mental health conversations feel normal.

Momentum comes from consistency. Keep the spark alive by weaving care into the culture all year long.

Make mental health part of everyday culture

Mental health isn’t a “May theme”; it’s a year-round commitment. This roadmap is a starting point, but the real impact comes when organizations adapt it to their people and stick with it for the long haul.

Recognition plays a big role, too. Employee recognition programs like Achievers make it easier to celebrate progress, highlight small wins, and reinforce a culture where care isn’t just encouraged, it’s expected.

Lead with empathy, commit to building psychological safety, and make mental health part of your company culture every day. Because when employees feel safe and supported, everyone thrives — people and business alike.

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