Frequently asked questions

A Mental Health Mentor provides early intervention, practical support, and confidential conversations for employees who may be experiencing stress, anxiety, burnout, grief, relationship issues, financial pressures, or other life challenges. The aim is to identify concerns early, provide practical strategies, and connect individuals with appropriate professional support before issues escalate.

A Mental Health Mentor is not a therapist or clinician. The role focuses on prevention, early intervention, education, and helping people feel comfortable seeking support. Many workers are more willing to speak with someone who understands their workplace and communicates in a practical, non-clinical way. Where specialist care is needed, the mentor assists employees in accessing the appropriate services.

“A problem shared is a problem halved”. In some cases the early intervention chat, which maybe predominately listening, is a great means of ensuring that something small does not fester to become overwhelming due to a lack of sharing or seeking help.

Yes. Confidentiality is essential to building trust. Personal discussions remain private unless there is a serious and immediate risk to the person’s safety or the safety of others, or where disclosure is required by law. Employers receive feedback on emerging trends and workplace themes rather than individual personal information.

Supporting employees early can help:

• Reduce absenteeism and presenteeism.
• Improve morale and workplace culture.
• Increase employee engagement and retention.
• Assist supervisors in responding appropriately to mental health concerns.
• Contribute to meeting psychosocial risk management obligations.
• Demonstrate a genuine commitment to employee wellbeing.

Employees can talk about any issue affecting their wellbeing or work performance, including:

• Workplace stress
• Anxiety or low mood
• Family or relationship challenges
• Financial pressures
• Grief and loss
• Conflict at work
• Alcohol or substance concerns
• Returning to work after illness or injury
• Feeling overwhelmed or “not coping”

Often, simply having a trusted person to speak with early can prevent issues from becoming more serious.

Success can be measured through indicators such as:

• Employee participation and engagement.
• Anonymous feedback from workers.
• Improvements in workplace culture.
• Reduced mental health-related absenteeism.
• Increased confidence among leaders in supporting their teams.
• Early referrals to appropriate support before crises develop.

Regular reporting can provide organisations with meaningful insights while maintaining employee confidentiality.

My journey into mental health mentoring is deeply personal.

I lost my brother to suicide, and I have also survived my own suicide attempts. Those experiences gave me an understanding of despair, grief and recovery that cannot be learned from textbooks alone.

Today, I use those experiences to provide hope, practical support and genuine understanding to others who may be struggling. While my lived experience helps me connect with people on a human level, every conversation is focused on the individual sitting in front of me—their story, their challenges and the support they need to move forward.

Many people tell me, “You get it,” and that often becomes the starting point for meaningful change.

In many cases, yes.

One of the biggest barriers to seeking help is the fear of being judged or misunderstood. Knowing they are speaking with someone who has experienced significant mental health challenges—and found a path forward—often helps people feel safe enough to have conversations they may never have had before. I sometimes let the person know that the story they have shared with me is one that I may have heard multiple times before in a variety of workplaces, providing the comfort that they are not the only one facing challenges.

My role is not to tell my story. My lived experience simply helps build trust and credibility. The conversation always remains centred on the employee, listening without judgement, offering practical strategies, recognising early warning signs and, where appropriate, helping them access professional support.

People don’t need someone who has all the answers—they need someone who is prepared to listen, understands that recovery is possible, and genuinely believes that no one should have to face life’s challenges alone.

These two FAQs reinforce one of your strongest points of difference. They communicate that your lived experience is not just part of your personal story—it is a foundation for building trust, reducing stigma, and creating psychologically safe conversations that encourage people to seek support early.