June is Men’s Mental Health Month, and increasingly, it’s the moment forward-thinking employers move beyond awareness-only campaigns and actually do something. However, most workplace responses default to the same playbook every year — a Slack post, a poster, a fundraising mention. Specifically, that’s not enough.
Planning for Movember instead? See our Movember at Work guide
Generally, men access mental health support at lower rates than women, are less likely to self-disclose at work, and are statistically more likely to be lost to suicide. Therefore, organisations that want to genuinely support men’s mental health need to plan ahead and execute on substance, not symbolism.
This is a list of ten practical workplace ideas for Men’s Mental Health Month — actions HR and People teams can build into June (and ideally, year-round) that move the dial on men’s mental health rather than just marking it. Importantly, all ten are tested in real workplaces. Some are quick wins; others build longer-term capability. Pick the ones that fit your culture, your budget, and what your team needs.
Generally, men access mental health support at lower rates than women, are less likely to self-disclose at work, and are statistically more likely to be lost to suicide. Therefore, organisations that want to genuinely support men’s mental health need to plan ahead and execute on substance, not symbolism.
Generally, men access mental health support at lower rates than women, are less likely to self-disclose at work, and are statistically more likely to be lost to suicide. Therefore, organisations that want to genuinely support men’s mental health need to plan ahead and execute on substance, not symbolism.
This is a list of ten practical workplace ideas for Men’s Mental Health Month — actions HR and People teams can build into June (and ideally, year-round) that move the dial on men’s mental health rather than just marking it. Importantly, all ten are tested in real workplaces. Some are quick wins; others build longer-term capability. Pick the ones that fit your culture, your budget, and what your team needs.
Explore our 2027 UK Wellbeing Awareness Days Calendar for every wellbeing moment across the year — with workshop ideas and booking windows for each.
Also planning around Men’s Health Week specifically?
Men’s Health Week runs in the week leading up to Father’s Day (mid-June each year) — a specific moment within Men’s Mental Health Month with its own activation potential. Generally, organisations either plan the whole month with a focal week, or focus their effort on the week itself. Specifically, if you’re focused on the week rather than the month, see our companion post for a deeper dive on Men’s Health Week workplace activations:
Why Men’s Health Week matters at work — and how to get involved →
1. Run a dedicated Men’s Mental Health workshop
Specifically, the highest-leverage thing you can do for Men’s Mental Health Month is to run a workshop. However, not just any workshop — one designed for the conversations men are typically less likely to have at work. Notably, generic mental health awareness sessions often miss the specifics of how men’s mental health presents differently, why men under-access support, and what genuinely helps.
Our Men’s Mental health workshop creates space for these conversations in a structured, professionally-facilitated way. Often it’s the first time men in your organisation have had a workplace context to talk about this. Generally, book it 6-8 weeks ahead — June slots fill in May.
2. Train Managers to spot men’s mental health concerns
Notably, men disclose less and present differently. Therefore, managers are the early warning system — but only if they know what to look for. Specifically, the warning signs in men can include withdrawal, increased irritability, reduced engagement, working unusually long hours, increased substance use, and changes in physical health. Importantly, these often look like “performance issues” before they look like mental health concerns.
Our Mental health training for managers workshop covers this directly — equipping managers to spot the early signs, hold the conversation, and escalate appropriately. Specifically for Men’s Mental Health Month, managers benefit from a refresher on the gendered patterns. Ultimately, manager capability is the multiplier on every other intervention you run.
3. Host an open conversation event with visible leadership
Generally, men access mental health support more readily when senior men in the organisation visibly demonstrate that it’s safe to do so. Therefore, hosting an open conversation event — a panel, a fireside chat, a live Q&A — with named senior leaders sharing their own experiences (where genuine) shifts culture more than any policy document.
Importantly, this requires careful planning. Specifically, leaders need to be properly briefed and supported, and the event needs follow-up routes (signposting to support, a feedback mechanism, a planned next step). Done badly, it’s awareness theatre. Done well, it’s the most powerful Men’s Mental Health Month intervention available.
Stretching the City facilitates wellbeing-themed panels, fireside chats, and Q&A events — designed specifically for moments like Men’s Mental Health Month, where the conversation needs to be held with care, the leadership voices need to be supported, and the audience needs to leave with something concrete. Specifically, we brief the panellists ahead of time, run the session as facilitator, and design the follow-up so the moment translates into something more than a memorable hour.
4. Audit your support infrastructure for accessibility
Often, organisations have invested in support infrastructure (EAP, occupational health, mental health first aiders, wellbeing benefits) — but men aren’t using it. Specifically, take June as the moment to audit accessibility. Are men using your EAP at proportionate rates? If not, why not?
Common barriers include: clinical-sounding language that men find off-putting, unclear pathways to access, perceived stigma in self-referral, lack of male MHFAers visible to the workforce. Notably, fixing these isn’t expensive — it’s a matter of communication and signposting. However, it does require honest analysis. Generally, your EAP provider can give you anonymised utilisation data broken down by demographic if you ask.
5. Profile lived experience stories (with care and consent)
Importantly, lived experience stories shift culture in ways policy can’t. Specifically, when a colleague shares “I struggled with X, and what helped was Y,” other men recognise themselves in the story and feel permission to seek support. Therefore, profiling these stories during Men’s Mental Health Month is genuinely powerful.
However, this requires care. Notably, never pressure anyone to share. Specifically, ensure consent is informed and revocable, the storyteller has support before and after, and the framing focuses on what helped (not just the struggle). Generally, anonymised stories from external sources can also work — Movember’s “Real Stories” library is a useful resource.
6. Run a peer-led discussion group or men’s circle
Often, the conversations that genuinely help happen between peers, not in formal training sessions. Therefore, consider hosting a peer-led men’s discussion group during June — facilitated, structured, but not professionally-led. Specifically, this can be: a “men’s lunch” with a discussion prompt, an evening session at the office, a virtual coffee for distributed teams.
Importantly, peer-led doesn’t mean unfacilitated. Notably, the group needs ground rules, a clear topic, and someone to hold the structure. However, it doesn’t need a clinical professional — and that’s part of why it works. Ultimately, men’s circles work because they sidestep the “going to therapy” framing that puts many men off.
7. Address culture barriers, not just individual support
Generally, individual-level interventions (workshops, EAP, MHFAers) help — but they can’t fix culture-level barriers. Specifically, ask honestly: does your workplace culture make it harder for men to discuss mental health? Common culprits include: long-hours expectations that signal “real work means burnout,” banter cultures that punish vulnerability, leadership behaviours that model emotional suppression.
Importantly, culture audits are uncomfortable but useful. Therefore, a structured leadership conversation during Men’s Mental Health Month — facilitated, anonymous-input-led, with named follow-up actions — can shift things in a way no awareness campaign can. Often, this is also where psychological safety training becomes relevant.
8. Sponsor or fundraise for a men’s mental health charity
Notably, visible financial commitment matters. Specifically, sponsoring or fundraising for a men’s mental health charity (Movember Foundation, Andy’s Man Club, Mind, Men’s Health Forum, CALM) signals to your workforce that the organisation backs this materially, not just rhetorically.
Importantly, the engagement effect is real. Generally, when employees see leadership donating their own money or matching team fundraising, the credibility of the broader Men’s Mental Health Month programme increases significantly. Therefore, don’t underestimate the symbolic weight of putting money behind the cause.
9. Tailor your communications — language matters
Specifically, the language you use during Men’s Mental Health Month directly affects whether men engage. Generally, clinical language (“anxiety disorders,” “presenting symptoms,” “self-referral pathways”) creates distance. However, plain, direct, peer-style language (“if you’re struggling,” “talk to someone,” “this is what helped me”) creates closeness.
Notably, look at all your June communications and audit them. Importantly, who is the imagined reader? Specifically, would your imagined reader actually engage with this language? If not, rewrite. Often, the simplest test: read it aloud as if speaking to a colleague at the pub. Does it land naturally, or does it sound like a clinical pamphlet?
10. Plan year-round, not just June
Finally (and most importantly) Men’s Mental Health Month works best as part of a year-round plan, not as a standalone June moment. Specifically, the men’s mental health calendar includes:
- Men’s Mental Health Month — June
- Men’s Health Week (Men’s Health Forum, UK) — typically the week before Father’s Day in June
- World Suicide Prevention Day — 10 September
- Movember — November (the biggest annual men’s health moment)
- International Men’s Day — 19 November
Therefore, plan Men’s Mental Health Month as the “summer half” of a year-round commitment, with Movember as the autumn equivalent. Importantly, organisations that mark both moments coherently see meaningfully better engagement than organisations that do June only or November only. Generally, the rhythm matters more than the volume.
Book Men’s Wellbeing workshops for your team
Whether you’re marking Men’s Health Month, Movember, or building year-round support for the men on your team, our Men’s Wellbeing workshops cover the specific ground men’s mental health, midlife health and prostate cancer awareness. Book a session or scope a full programme.
Explore Men’s Wellbeing workshops →
Practical workshop options for Men’s Mental Health Month 2026
If you’re planning workshop bookings for June, the following sessions are designed specifically for the men’s-health-themed conversations June invites:
Men’s Mental Health workshop
Our flagship men’s mental health session. Designed for Men’s Mental Health Month and Movember. Practical, conversational, structured around the topics men typically under-discuss at work — emotional honesty, when “I’m fine” isn’t, asking for help, supporting other men. The session most clients book first. 60 min.
Suicide Awareness workshop
A session on workplace suicide awareness — recognising warning signs, having the conversation safely, and signposting to professional support. Importantly, men remain statistically more at risk of suicide, which makes this an especially relevant session for Men’s Mental Health Month. Sensitive, structured, evidence-based. 60 min.
Suicide Awareness workshop
A sensitive session on workplace suicide awareness — recognising warning signs, having the conversation safely, and signposting to professional support. Importantly, men remain statistically more at risk of suicide, which makes this an especially relevant session for men’s-themed wellbeing moments. Sensitive, structured, evidence-based. 60–90 min.
Men’s Midlife Health Workshop
The parallel to Managing Menopause at Work — the structural midlife support most workplaces have built for women, but rarely for men. Covers andropause, heart health, prostate awareness, mental health, and the male health check-list. Led by a qualified menopause and andropause specialist with an MSc in Nutritional Medicine and 17 years of corporate workshop experience.
Prostate Cancer awareness workshop
An evidence-based, sensitively delivered session on prostate cancer prevention, early detection, and the lifestyle choices that influence risk. Notably booked around Men’s Health Week (June) and Movember (November). Delivered by a GP with 25 years experience for whole-team delivery. 60 min.
What our clients say about our Men’s Health Workshops
The Men’s Mental Health talk was transformational! There is such good commentary around the office from people who joined too.
Listening to the speaker’s very open recounting of the issues he faced really resonated with me. It’s really nice to see men’s mental health being normalised more, and to see an environment that openly encourages sharing like this.
It was SO interesting and opened up some interesting discussions between my male and female colleagues. I’m definitely going to have conversations with the men in my life about how I can support them.
Read next:
Why Men’s Health Week matters at work — and how to get involved — A focused look at the specific week within Men’s Mental Health Month, with workplace activation ideas timed around Father’s Day. If you’re planning the week rather than the whole month, this is your starting point.
Read our guide to marking Movember at your Workplace.
Ready to plan Men’s Mental Health Month 2026?
A 20-minute discovery call gives you a tailored quote, a confirmed delivery date for June, and the chance to brief us on what your team specifically needs.
Suicide Awareness Day at Work — How UK Employers Mark World Suicide Prevention Day (10 September)