Mental Health Awareness Month: Psychological Safety at Work

May is Mental Health Awareness Month, a time to reflect not only on personal well-being but also on the systems and cultures that shape how we experience work. While mental health conversations have gained momentum, one crucial element has emerged as a new frontier in workplaces across the nation: psychological safety. When employees feel safe to speak up, ask questions, and make mistakes without fear of punishment or ridicule, they are more resilient, engaged, innovative, and empowered to do their best work. However, workplace psychological safety isn’t just about leadership, soft skills, or even good intentions. It’s a critical foundation that intersects with legal compliance, workplace culture, and operational effectiveness.

As you take some time to consider the importance of mental health this month, let’s take a closer look at what psychological safety at work really means, why it matters, and what both employers and employees should keep in mind during Mental Health Awareness Month.

Mental Health Awareness Month: Psychological Safety at Work & the New Frontier of Compliance

Before we can talk about how to foster it or why it matters, we need to understand what it looks like in practice, how it shows up day to day, and what makes it different from general ideas about workplace “niceness” or open-door policies. Here’s what to know.

What is Psychological Safety in the Workplace?

Psychological safety in the workplace refers to an employee’s perception that they can safely express themselves, whether that means raising a concern, asking for help, or admitting a mistake, without negative consequences to their status, job security, or relationships at work.

The concept was first popularized by Harvard researcher Dr. Amy Edmondson, who described psychological safety as a key driver of high-performing teams.

People who feel psychologically safe are more likely to contribute, collaborate, and speak up in ways that drive positive outcomes. Still, this isn’t just about team dynamics; it ties directly into workplace mental health, employee retention, and, in some cases, legal compliance.

Why is Psychological Safety at Work Important for Employees and Employers?

Workplace psychological safety is an important consideration for both employees and employers. As we observe Mental Health Awareness Month, it’s a good time to reflect on how mental health intersects with workplace culture and legal responsibilities.

For employees, psychological safety can impact their ability to speak up about harassment, report unsafe conditions, or request mental health accommodations. It can also substantially reduce any stress and burnout they might be experiencing.

Knowing your rights under the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), or state-specific protections is critical, especially if mental health challenges affect your ability to perform your job.

For employers, creating a psychologically safe workplace is more than just good management; it’s part of your obligation to provide a safe, inclusive, and nondiscriminatory environment.

Psychological safety can also reduce the risk of potential retaliation claims, whistleblower complaints, or claims tied to hostile work environments by employees. Taking steps to support mental health isn’t just a cultural choice; it’s a strategic and sometimes legal imperative.

How to Create Psychological Safety at Work

Creating workplace psychological safety takes intentional effort from leadership and team members alike. Whether you’re navigating a fast-paced work environment or rebuilding team trust after a difficult transition, here is how to create psychological safety in the workplace:

For Employers, there are some key steps to take:

Lead by Example: Employers should have discussions around mental health and model vulnerability in leadership.
Train Managers: Employers should empower supervisors with training on mental health awareness, inclusive communication, and responding appropriately to accommodation requests.
Examine Your Organization: Employers should audit their organization and see if there are unnecessary hierarchies, chains of command, or professional boundaries that discourage communication from front-line workers to upper management.
Encourage Feedback: Employers should create clear, accessible channels for reporting concerns or offering input without fear of retaliation.
Honor Confidentiality: When employees disclose mental health concerns, employers should treat that information with discretion and care.
Have a Zero-Tolerance Policy: Employers should repeatedly emphasize that their organization will not tolerate any employee or member of leadership deliberately undermining the efforts of another employee.

For employees, here are some key steps to take:

Know Your Rights: Employees should understand their protections under federal and state employment laws when mental health is involved.
Speak Up Professionally: When they need help or accommodations or see a colleague who needs help, employees should communicate clearly with their employer or HR.
Document Communication: Employees should keep a written record of workplace conversations related to mental health, accommodations, or concerns.
Participate in Culture-Building: Employees should engage in respectful communication and support coworkers in fostering an inclusive environment.
Collaborate Positively: Employees should ask others for opinions, actively listen to ideas shared by colleagues, and provide feedback in a respectful, thoughtful manner.

Mental Health Awareness Month is a Shared Opportunity

Mental Health Awareness Month is a call to action because the reality is psychological safety at work doesn’t just happen. Creating psychological safety in the workplace requires consistent policies, thoughtful leadership, and an ongoing commitment to the well-being of all employees.

Whether you’re an employer shaping organizational culture or an employee navigating workplace challenges, psychological safety is key to a healthier, more sustainable work environment because, ultimately, a workplace that supports mental health supports everyone.

Thought Leader, Media Expert, Professional Speaker, & Legal Commentator on Mental Health Awareness Month, Psychological Safety at Work, & Employment Law

Mental Health Awareness Month is an excellent reminder and opportunity for employees and employers to come together to create psychological safety in the workplace for everyone. Navigating this new frontier and legal terrain jointly is key to fostering an inclusive, supportive work environment while staying compliant with employment law. I am an expert on all aspects of employment law and am uniquely positioned and qualified to provide expert insight and analysis on all employment law issues. These issues can be complex, especially because they are constantly evolving, so you need a seasoned legal professional to shed light on them. My passion is being a beacon in uncertain times of transition that provides that light.

Employment Law Thought Leader & Professional Speaker on Mental Health Awareness Month, Psychological Safety at Work, Employment Law Trends, and Breaking Employment Law News

This Mental Health Awareness Month is an excellent opportunity for employers and employees to come and work together to navigate evolving workplace rights and environments in a collective effort to ensure workplace psychological safety, creating a supportive, healthy, and compliant environment for everybody. I am a former employment and labor law attorney turned mediator, ADR, and conflict resolution specialist who believes it is imperative to stay current with groundbreaking changes to employment law for employees and employers alike. My passion is educating the general public on recent developments in employment law and the workplace trends that impact them as a thought leader and legal commentator. As such, I am uniquely qualified to address the issue of discussing politics in the workplace. My more than 20 years of experience as a media legal analyst and contributor led to my radio show on Tavis Smiley’s KBLA Talk 1580, “Legal Lens with Angela Reddock.” I also am a regular speaker and blogger on employment law and issues related to the workplace.

Also, learn more about my book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here – https://angelareddock-wright.com/book/.

To follow and stream my Legal Lens Podcast, visit here – The Legal Lens Podcast.

For media inquiries, please reach out to josh@kwsmdigital.com.

For more information regarding mediation and dispute resolution resources for both employees and employers, let’s connect on LinkedIn for new updates, or contact me here. You may also follow me on Instagram.

This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.