Benefits of Mental Health Policies in Construction

Why are the statistics for mental health so startling in the construction industry? 

Construction workers are nearly four times more likely to die by suicide¹ than the national average, therefore it’s crucial to continue raising awareness to prevent numbers like this from increasing, especially where research from House Build² shows a further 91% of UK construction workers have felt overwhelmed at work, and 26% have experienced thoughts of suicide.

This blog seeks to cover:

• Mental Health Policies and legislation in the UK, such as the (soon to be reformed) Mental Health Act 1983
• What employers can do to support their workforce
• What initiatives contractors like VINCI Building have implemented to support their employees
• Plus, resources to effective support managers and employees regarding mental health and wellbeing in the workplace and on-site.

 

What is the Mental Health Act 1983?

 

The Mental Health Act 1983³ is:

The UK Government has since announced it will reform the legislation so it reflects modern disparities in the 21st century. Its positive reform includes amendments such as⁴:

• redefining “mental disorder” so autistic people and people with a learning disability could not be detained for treatment under section 3 of the act without a coexisting psychiatric disorder
• raising the threshold for detention and reviewing the need for detention more frequently
• replacing the nearest relative with a nominated person, chosen by the patient
• placing care and treatment plans on a statutory footing for detained patients
• expanding access to advocacy services
• removing prisons and police cells as places of safety
• introducing a statutory 28-day time limit for transfer from prison to hospital

When the reform comes in, contractors will need to keep up with the evolving landscape to make sure their workforce continues to be supported.

 

What is Mental Health Policy?

Mental Health Policy refers to having a proactive strategy focused on promoting good health, reducing stigma, and preventing issues before they start. For example, companies must create internal policies to align with it, including items regarding discrimination and supporting employees when they return to work.

Not having the right support and resources in place could result in staff absence, which already costs the UK as much as £57.4 billion each year⁵.

 

Is there a difference between the Mental Health Act and Mental Health Policy in the UK?

The Mental Health Act is a piece of UK legislation and instilled by law to inform people with mental health conditions about their rights6, including:

• Assessment and treatment in hospital
• Treatment in the community
• Pathways into hospital, which can be civil or criminal

Meanwhile, Mental Health Policy provides a framework of what should be included, how it can be delivered and its key objectives to support mental health and wellbeing across the nation.

 

What is the current landscape of mental health within the construction industry?

It’s no surprise that mental health has worsened since 2020, according to research by CIOB⁷ with dismal figures such as 11 subcontractors going insolvent a day⁸, and construction output decreasing year on year⁹.

Shared struggles include:

• Limited-term contractors
• Long hours
• Lengthy commutes
• Time away from family
• Pressure to complete work on time and within budget
• ‘Macho’ culture
• Uncertainty over pipeline of work

For years, SMEs have struggled with receiving late payments. Fortunately, the introduction of the Procurement Act 2023 ensures payments are made within 30 days – a lifeline for many subcontractors in the construction industry.

Case study: How contractors like VINCI Building support their workforce

 

Training for Employers

Do managers know what to do to support themselves and their team? 

Start the conversation 

For example, at Once For All, home to Constructionline, we have Mental Health First Aiders, to whom employees can reach out to, to discuss their mental ill-health experiences.

Schedule in regular 1-to-1 check ins 

If weekly or biweekly doesn’t work, aim for monthly.

Sometimes, all it takes is asking someone how they are to find out what’s really going on – and see how you can work together and provide support.

Ask Twice: How are you, really? 

It’s common to hear the same ‘fine thanks’ response, but sometimes it’s worth asking a second time¹¹: ‘How are you, really?’

The question may seem daunting at first, so empathising or letting them know you’ve noticed a change in their behaviour may make them feel seen and perhaps more open to talk.

Participate in company Awareness Days 

CIOB¹² shared a positive increase in respondents saying their employers were getting involved in Awareness Days; 26% in 2020 compared to 77% in 2025!

Mates in Mind frequently publish what Awareness Days are coming up too.

Let’s continue being a part of the change.

 

Partner up with a charity

At Once For All, we’ve partnered up with Mates in Mind to raise awareness of mental health and wellbeing in the construction industry, and break the stigma for good. By promoting more conversations on mental health in construction, we can make change together on-site, in the office – even at home. Mental health follows and impacts us all.

They have experience and resources to support construction employers and contractors and how they can support their workforce, including training and Mental Health First Aid courses.

 

Benefits of Mental Health Policies in the workplace and on-site

 

Improved Employee Well-Being: Policies promote mental health awareness, reduce stigma, and provide access to support, leading to healthier, happier employees.

Increased Productivity: A mentally healthy workforce is more focused, engaged, and efficient, reducing absenteeism and presenteeism.

Reduced Accidents and Errors: Addressing mental health improves focus and decision-making, leading to safer workplaces and fewer on-site incidents.

Lower Turnover Rates: Supportive policies foster loyalty and job satisfaction, helping retain skilled workers in high-demand industries like construction.

Cost Savings: Preventing mental health issues reduces costs associated with absenteeism, healthcare, and lost productivity.

Enhanced Reputation: Companies with strong mental health policies are seen as responsible employers, attracting top talent and improving stakeholder trust.

Compliance and Risk Management: Policies ensure adherence to legal and ethical standards, reducing the risk of litigation or reputational damage.

 

Next steps

Actionable steps to creating a positive mental health wellbeing policy in the workplace and on-site:

• Have a Mental Health Policy in place – not sure where to start? Partner up with charities like Mates in Mind who can support you
• Staff training – train your managers so they can support the workforce and each other
• Display your Policy on-site and in the workplace – so employees know where to go and who to speak to
• Put up posters and helpline numbers, if you don’t yet have resources to support your team
• Have regular check-ins with your team
• Review your supply chain: Be the change and see if your subcontractors take mental health and wellbeing seriously

 

FAQs

What are mental health policies? 

A mental health policy in the construction industry is essential to address unique challenges like high stress, stigma, isolation, and elevated suicide rates among workers. It promotes awareness, provides access to support services, and fosters a culture of openness and early intervention, ensuring a safer and more supportive work environment tailored to the industry’s demands.

How can policy support the mental health of individuals? 

Mental health policies can support individuals on-site and within the workforce by creating a strategy for helping employees and preventing distress. This includes carrying out employer training so they know how to support employees; having a stress risk assessment; or 1-to-1 catch ups.