Supporting Your Mental Health First Aiders: Healthy and Inclusive Workplaces 

At Blueprint for All, we work towards a future where every young person, regardless of background, can thrive. Our charity supports young people from disadvantaged communities in accessing the education, opportunities, and support they need to realise their potential. We know from experience that mental health challenges are a significant barrier to participation and success, often intersecting with structural inequality. We see this not only in the young people we serve, but also in the workplaces and institutions we collaborate with. 

We understand the toll that poor mental health takes on individuals, teams, and organisational culture. May is Mental Health Awareness Month, and we are highlighting a widespread yet often under-supported initiative: Mental Health First Aiders (MHFAs). When designed and delivered effectively, workplace mental health and MHFA programmes can increase awareness, reduce stigma, and foster peer-led support. They offer a human, accessible route for early intervention and build cultures of care from the ground up. Their value lies not only in what they do but in the message they send: that mental health matters, and everyone has a role to play. 

The Promise and Pressure of MHFAS 

Mental Health First Aiders receive two days of training and a certificate in mental health first aid to equip them to recognise signs of distress and signpost colleagues to appropriate support. These volunteers often become early intervention figures and catalysts for conversation in the workplace. For many, the training boosts confidence and helps shift organisational attitudes towards greater openness and compassion. MHFAers create safe spaces and model a culture of listening. When embedded within a wider mental health and inclusion strategy, MHFA can play a transformative role. 

Yet, like all initiatives reliant on peer-led support, the model carries responsibilities. Recent independent research by Cook et al. (2024) presents a balanced perspective. While MHFAers are driven by empathy and a desire to help, many also report emotional strain, ambiguity about their remit, and concerns about navigating complex situations without clinical training. These findings should not deter organisations from implementing MHFA programmes but encourage deeper investment in support structures that allow these volunteers to thrive. 

Recognising the Challenges—And Responding with Support 

MHFAers are not clinicians but vital allies in early intervention and building trust within teams. When it comes to supporting mental health first aiders, organisations must acknowledge both the strengths and the challenges of the role. 

• Training limitations: Volunteers may encounter issues, like suicidal ideation or trauma, that exceed the scope of their training. While MHFA prepares individuals to recognise signs of distress, it cannot replace specialist knowledge. This makes strong referral systems and clear boundaries all the more important. 

• Ethical and legal clarity: Without clear guidance on safeguarding and confidentiality, MHFAers can find themselves uncertain about when and how to escalate concerns. 

• Emotional load: As peers, MHFAers may be approached repeatedly, and some describe becoming a ‘go-to’ figure for colleagues in distress. Without regular debriefs or supervision, the emotional toll can accumulate. 

• Role drift: Out of compassion, some MHFAers extend their involvement beyond signposting. While this speaks to their dedication, it may also expose them to risk and burnout. 

• Access and equity: Some teams have a high concentration of trained MHFAers; others have none. This uneven access limits the programme’s impact and can overload a small number of volunteers. 

• Follow-up gaps: If referral pathways are unclear or there’s no continuity of care, those seeking support may not get the help they need, which can affect both the individual and the volunteer offering initial support. 

Creating a Supportive Environment 

The study by Cook et al. (2024) strongly recommends embedding self-compassion and structured organisational support into MHFA delivery. Volunteers must feel valued, equipped, and supported. 

A supportive environment includes: 

• Clear, accessible role definitions 

• Ongoing learning opportunities and refreshers 

• Access to peer and professional supervision 

• Safe spaces for debrief and reflection 

• Regular check-ins and recognition from line managers 

• Policies that clarify confidentiality, escalation, and the limits of the role 

When these conditions and mental health policies are in place, MHFAers can be confident, capable, and sustained in their work. They are more likely to remain engaged, feel psychologically safe, and encourage others to seek help early. A well-supported MHFA not only feels empowered to act within their role but also models resilience and care for others. This, in turn, builds trust and openness across teams, reinforcing a culture where seeking support is normalised and where mental health is truly prioritised. In such an environment, the benefits ripple outward, strengthening team cohesion, improving morale, and enhancing the overall sense of psychological safety within the organisation. 

A Checklist for Responsible MHFA Implementation 

Here are ten practical questions for organisations to consider: 

1. Have we defined the MHFA role clearly, including boundaries and expectations? 
2. Is MHFA meaningfully embedded in our broader wellbeing and EDI strategy? 
3. Do we provide refresher training and practical upskilling sessions? 
4. Are MHFAers supported through peer networks or clinical supervision? 
5. Have we issued clear guidance on ethical responsibilities and confidentiality? 
6. Do we acknowledge and value the emotional labour of MHFA volunteers? 
7. Are MHFAers encouraged to recognise their limits and step back when needed? 
8. Are line managers trained to check in regularly with MHFAers? 
9. Do we use feedback mechanisms to improve the programme over time? 
10. Have we planned for the long-term sustainability and safeguarding of the initiative? 

Moving Forward: Human-Centred and Sustainable 

At Blueprint for All, we believe MHFA programmes can meaningfully foster inclusive and compassionate work environments. However, their success hinges not just on volunteers’ passion but also on the systems and support surrounding them. 

Implementing MHFA is not a tick-box exercise. It is an ongoing commitment that requires time, reflection, and resourcing. By prioritising the well-being of those offering support, organisations can build cultures where care is mutual, sustained, and safe for everyone involved. MHFA can be a cornerstone of a psychologically safe workplace, but only if built on a foundation of clear boundaries, professional support, and organisational care. If your organisation uses them, make sure you support them properly.