Organisational Support Checklist

During high-stress periods, organisations may need to act quickly to support employees. The checklist below provides a practical framework to guide immediate action.

Key actions

✔	Communicate clearly and regularly with employees
✔	Remind employees about available wellbeing benefits and resources
✔	Equip managers to have supportive wellbeing conversations
✔	Encourage regular one-to-one check-ins
✔	Reinforce psychological safety within teams
✔	Offer flexibility where possible
✔	Monitor wellbeing indicators such as absenteeism and engagement
✔	Encourage recognition and team connection

A single behaviour change does not necessarily indicate distress. However, a noticeable shift from someone’s usual behaviour may signal that a supportive conversation would be helpful.

Managers are not expected to diagnose mental health concerns. Their role is to recognise changes, check in with employees and guide them towards appropriate support where needed.

*Please make sure you follow your organisational framework for Employee Support during emergencies or high-stress periods.

Disclaimer

This content is for informational purposes only and not a substitute for professional advice, diagnosis, or treatment. Always seek the guidance of a qualified healthcare provider with questions regarding a mental health condition. Organisations should also refer to internal policies and professional support services where appropriate.