May is Mental Health Awareness Month, and this year’s theme is all about taking action.
Not just talking about mental health, but actually doing something about it.
At Thrive Law, supporting mental health in the workplace is not a tick-box exercise or a campaign we run once a year. It is woven into how we work, how we lead and how we look after each other every single day.
We wanted to use this month to share what that actually looks like in practice, and to spotlight the incredible ACAS guidance on reasonable adjustments for mental health, which featured us as a case study.
Whether you are an employer looking for inspiration, an HR professional wanting to do more, or an employee wondering what good support can look like, we hope this gives you something useful to take away.
We Were Featured as an ACAS Case Study
We are incredibly proud that Thrive Law was selected by ACAS as one of a small number of organisations to feature in their guidance on reasonable adjustments for mental health. Alongside major organisations like Birmingham City Council and Hampshire NHS, we, as a small law firm of around 15 people based in Leeds, showed that size is no barrier to doing things right.
You can read the full ACAS case study here: Thrive Law: Reasonable adjustments for mental health | ACAS
The ACAS guidance was developed because research found that the implementation of reasonable adjustments was inconsistent, and many employers did not know where to start.
Our Founder and Managing Partner Jodie Hill was involved in the guidance and shared this:
“What’s reasonable falls within the legal requirements but what often happens is that employers don’t know what is reasonable for them. ‘Reasonable’ is very subjective, so the guidance helps people to break it down for their particular organisation.”
Alicia’s Story: Real Adjustments, Real Impact
The ACAS case study tells the story of Alicia, our Senior Associate Solicitor and Head of Training, who has lived with PTSD and anxiety since losing her father suddenly in 2015. Alicia felt comfortable being open about her mental health from her very first interview with us, because she could see that Thrive was already a place where those conversations were welcomed.
What Does Support Actually Look Like?
What does meaningful support actually look like day to day? Here are some practical adjustments that we do at Thrive Law that any employer can consider:
- Flexible working arrangements so people can manage when and where they work
- Reducing pressure around social or networking events for those who find these difficult
- Regular workload check-ins so capacity can be managed before things reach a crisis point
- Funding or signposting access to mental health coaching or counselling
- Shielding team members from difficult interactions when they are struggling, whether that means stepping in on a call or taking over a challenging email chain
- Giving people a way to communicate how they work best, so colleagues know what to look out for and how to help
These do not have to be costly or complicated. The most impactful adjustments are often the small, consistent ones that show your team you are paying attention.
What Is a “Licence to Thrive”?
One of the things we are most proud of at Thrive Law is our “Licence to Thrive.” Everyone in the team fills in a document that explains how they work best. It covers things like preferred communication styles, what helps them on a hard day, and what their colleagues should look out for.
It is a simple idea, but it changes everything. It creates psychological safety, reduces stigma, and makes it easier to support each other in a way that actually fits the individual. It also allows those who need reasonable adjustments for a mental health condition to communicate them to their team, without a need for labels or formality.
Our Wellbeing Commitments
Beyond individual adjustments, we have built a culture where wellbeing comes first. Here is what that looks like day to day:
- Monthly 1-2-1s start with a wellbeing check-in, not a task list
- Wellbeing days off for everyone, to use however they need
- A wellbeing budget for each team member to spend on what supports them
- Open conversations about mental health at leadership level, led by Jodie who is open about her own experiences with anxiety and PTSD
- Proactive support systems so we do not have to “fire fight” when someone struggles
As the ACAS guidance highlights, mental health support does not have to start only once someone has a diagnosis. Applying the same principles to everyone creates a foundation that benefits the whole team.
What Does the Law Actually Say?
We know it can feel daunting to navigate your legal responsibilities around mental health. Here is a quick summary:
Under the Equality Act 2010, if an employee has a mental health condition that qualifies as a disability, which means it has a substantial and long-term impact on their day-to-day life, employers have a legal duty to make reasonable adjustments. This could include things like changes to workload, flexible hours, adjusted communication styles, or a phased return after absence.
But here is the important thing: good practice goes further than the law. You do not need to wait for a formal diagnosis, a legal duty, or an HR process to start a supportive conversation. Small, everyday actions are often what makes the biggest difference.
The ACAS guidance is a great, practical resource and we would really encourage you to read it: ACAS Reasonable Adjustments for Mental Health
For additional guidance, download our free Reasonable Adjustments guide here: REASONABLE ADJUSTMENTS TOOLKIT – Thrive Law
Key Takeaways for Employers and HR Professionals
If you are thinking about what you can do right now, here are four things to start with:
- Create space for the conversation. Make wellbeing a standing item in 1-2-1s, not just something raised when things go wrong.
- Think beyond the obvious. Reasonable adjustments are not just about hours or location. Communication styles, workload management, and shielding from stressors all count.
- Celebrate openness at the top. Leaders sharing their own experiences makes it safer for everyone else to do the same.
- Document and review. A simple “how I work best” document can help everyone, not just those with a diagnosed condition.
Are You an Employee Who Is Struggling? You Are Not Alone 💚
If you are going through a difficult time with your mental health, please know that support is out there. You do not have to wait until things feel unmanageable before reaching out.
Here are some helpful resources available in the UK:
Mind – offers information, support and advice on mental health conditions. You can contact their infoline on 0300 123 3393 or visit mind.org.uk
Samaritans – available 24 hours a day, 7 days a week if you need someone to talk to. Call free on 116 123 or visit samaritans.org
Mental Health at Work – a brilliant hub of free resources, tools and guidance specifically for people navigating mental health in the workplace. Visit mentalhealthatwork.org.uk
NHS Every Mind Matters – practical tips and a free personalised Mind Plan to help you deal with stress, anxiety, and low mood. Visit nhs.uk/every-mind-matters
Shout – free, confidential text support if you are in crisis and not ready to talk. Text SHOUT to 85258
If you feel comfortable, speaking to your employer or HR team about how you are feeling is always a good first step. You have the right to ask for support, and reasonable adjustments exist to help you stay well at work.
We Are Here to Help
Whether you want to review your mental health policies, introduce reasonable adjustments, or simply talk through what good practice looks like for your team, Thrive Law is here.
We also offer training, HR support, and employment law advice for employers and individuals across the UK.
Email: enquiries@thrivelaw.co.uk
Phone: 0113 861 8101
This Mental Health Awareness Month, let’s not just raise awareness. Let’s take action. 💚
