International Men’s Day: creating workplaces where men feel able to ask for help

International Men’s Day provides an opportunity for employers to reflect on how effectively they support the health and wellbeing of male employees — and whether their workplace culture makes it easier or harder for men to seek help when they need it.

Taking place on 19 November, this year’s UK campaign focuses on Supporting Men and Boys, encouraging organisations to improve wellbeing, promote positive conversations about masculinity and raise awareness of the challenges affecting men and boys.

For employers, this presents an opportunity to look beyond one-day awareness activities and consider how men’s physical and mental health can be better supported throughout the working year.

Breaking down barriers to men’s health

Men’s health remains an important workplace wellbeing issue. Men have a shorter average life expectancy than women, are less likely to seek help for health concerns and account for the majority of suicide deaths in England. These challenges underline the importance of making support accessible, reducing stigma and encouraging early intervention.

Work can play a significant role in shaping health outcomes. Workplace pressures, job insecurity, long working hours and limited opportunities to discuss personal difficulties can all affect wellbeing. Some men may also feel pressure to appear resilient or self-reliant, making it harder to acknowledge when they are struggling.

Employers should avoid assuming that all men experience these barriers in the same way. Age, ethnicity, disability, socioeconomic circumstances and job role can all influence health needs and willingness to seek support. Effective approaches therefore need to be inclusive, accessible and informed by employees themselves.

Moving beyond awareness to meaningful action

International Men’s Day can be a starting point for reviewing whether workplace health initiatives genuinely meet the needs of male employees.

Employers can take several practical steps:

• Normalise conversations about health. Encourage leaders and managers to talk openly about physical and mental wellbeing, helping to challenge the perception that asking for help is a sign of weakness.
• Make support easier to access. Clearly communicate available services, including occupational health, employee assistance programmes, mental health support and routes to seek medical advice.
• Equip managers to respond. Provide training to help managers recognise potential signs of distress, approach sensitive conversations appropriately and signpost employees to professional support.
• Promote preventative health. Share reliable information about health checks, early diagnosis, cancer awareness and the importance of seeking advice when symptoms arise.
• Create opportunities for connection. Staff networks, peer support and informal conversations can help employees feel less isolated and more comfortable discussing health concerns.
• Review the evidence. Use employee feedback, absence data and engagement with wellbeing services to identify gaps in provision and understand whether support is reaching those who need it.

NHS Employers’ 2026 guidance on men’s health reinforces the importance of taking a preventative approach, understanding workforce needs and creating safe, inclusive spaces in which employees feel comfortable discussing health concerns.

Making men’s health part of an inclusive workplace

Supporting men’s health should not be treated as a separate initiative that sits outside an organisation’s wider equality, diversity and inclusion strategy. Instead, it should form part of a broader commitment to ensuring that every employee can access appropriate support and thrive at work.

This includes recognising that men may experience challenges beyond mental health alone. Employees may be managing long-term conditions, recovering from illness, becoming fathers, balancing caring responsibilities or experiencing bereavement and relationship difficulties. Male employees can also experience loneliness, domestic abuse and other personal challenges that they may find difficult to disclose.

Managers do not need to become health experts, but they should be equipped to listen without judgement, respond sensitively and help employees access appropriate support.

From a single day to lasting change

International Men’s Day offers a valuable opportunity to start conversations, challenge assumptions and highlight the importance of men’s health. However, lasting progress depends on what happens after the awareness campaign ends.

Employers should consider whether their policies, management practices and workplace culture encourage employees to seek help early — and whether their approach to wellbeing addresses the barriers that may prevent people from doing so.

Ultimately, supporting men’s health is not simply about encouraging men to speak up. It is about creating workplaces where they feel safe, supported and able to do so.