Each June, Men’s Mental Health Month presents a critical chance for the workplace to end the stigma surrounding mental health for male staff who might hesitate to raise their voices or request assistance.
Although attitudes are shifting, stigma around men’s mental health still persists. Too many people continue to internalise stress, shy away from openly discussing mental health, or cover up difficulties through overwork, short-temperedness, or shutting down.
For HR departments, this month means more than awareness. It’s an opportunity to notice more closely, initiate proactive conversation, and provide practical help. Catching the signs early and tackling them with empathy and tact can be the difference.
These are five red flags HR pros need to look out for, and what to do when you notice them.
A Significant Decline in Performance or Productivity
A drop in performance could be the initial indication that there is something amiss. If a normally diligent employee starts missing deadlines, submitting subpar work, or requiring constant reminders, it may be more than a need for encouragement.
It’s not about micromanaging, but about watching patterns. Are they backing away from tasks? Appearing less focused? Routinely fatigued or distracted?
What to do:
Begin with a confidential check-in. Do not leap to concerns about performance. Instead, start with vulnerability: “I’ve noticed you’ve seemed a little off lately. Is everything alright?” Leave room for them to talk if they wish. Then, based on the reaction, steer them toward accessible resources such as EAP services or internal mental health programs.
Withdrawal from Colleagues or Team Activities
Not everyone is gregarious at work, but a shift in social behavior can be significant. If an employee who normally attends meetings, talks with colleagues, or engages in group activities suddenly becomes withdrawn or remote, it may be an indication of stress or burnout.
Withdrawal is frequent when mental health starts to deteriorate, particularly among male staff members who might feel they need to cope on their own.
What to do:
Search for patterns. Are they missing team lunches? Failing to respond in group chats? Muting video in calls without explanation? Involve managers in checking in one-on-one, reminding them that help is present and that the worker is not alone in their burdens.
Irritability or Sudden Mood Changes
Mood swings or out-of-character frustration can sometimes get mistakenly interpreted as bad attitude or unprofessionalism, but they can be symptoms of underlying stress, anxiety, or depression.
When someone who’s typically even-tempered starts snapping at coworkers, shutting people out, or expressing overt frustration, it’s time to take a step back and reflect on what’s actually happening.
What to do
Handle the situation sensitively. Don’t jump to aggression about conflict. Rather, invite managers to ask reflective, non-judgmental questions. Provide access to mental health training, and remind the larger team of support systems in place without singling out the individual.
Absenteeism or Frequent Sick Days
When a person begins coming in to work sporadically, particularly without any discernible pattern or explanation, it can be indicative of more than bodily illness.
Mental illness is commonly expressed by fatigue, insomnia, or burnout and results in more sick days and eleventh-hour absences.
What to do:
Inspect HR files for trends but don’t make assumptions. Call personally, not only via email. Build the conversation on concern, not compliance: “We’ve seen you’ve had a couple of days lately, is there something we can assist with?” Even if the worker doesn’t provide details, inform them assistance is available.
A “Just Get On With It” Attitude
One of the most overlooked red flags? The employee who insists everything is fine while clearly struggling. The mindset of pushing through stress without speaking up is especially common among men and can be a coping mechanism that leads to burnout.
Often, the more someone avoids help, the more they may need it.
What to do:
Normalize discussions of mental health at team meetings, wellness days, or in-house campaigns. Provide anonymous check-in tools or mental health screenings. Make it simple for employees to seek help without fear of judgment or forms. And get management on board by having them be open too.
When to Bring in Outside Support
Internal resources are not always sufficient. When the warning signs of burnout, anxiety, or depression continue to show up, or when workers are resistant or unable to share their concerns , introducing external mental health professionals can be a game-changer.
Student mental health digital platforms have been highly successful in educational and university environments, providing affordable, stigma-free services. The same designs are now being implemented within the corporate environment. Virtual counselling services, corporate wellness software and apps and on-demand platforms can give employees flexible, confidential access to therapy and wellbeing tools.
Seek out services that provide anonymous check-ins, monitor usage patterns, and provide multiple formats of support, from live chat to video counseling. Providing choices indicates to employees that their mental health is valued, not only as a policy.
Final Thoughts
Men’s Mental Health Month is a chance to move from awareness to action. For HR professionals, that starts with understanding what to look for and what steps to take when concerns arise.
Mental health support isn’t one-size-fits-all. Some employees will speak up. Others may show subtle signs. Either way, the responsibility is the same: create a culture where support is available, accessible, and encouraged.
For when people feel they are being heard, seen, and valued, everyone benefits.
