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A professionally drafted memo for employers to share with their team, outlining available mental health resources, stress-reduction policies, and confidential support channels.
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An Employee Stress and Emotional Wellbeing Notice is a compassionate, clearly written memo that employers use to show their team that their mental health genuinely matters. You need this communication when workloads peak, during times of organizational transition, or simply as a proactive check-in to foster a culture of psychological safety. A great notice avoids cold corporate jargon and instead reads like a supportive hand, reassuring employees that experiencing stress is human and that seeking help is a strength. It outlines concrete mental health resources, shares practical stress-reduction policies like flexible hours or quiet zones, and guarantees absolute confidentiality through support channels like Employee Assistance Programs. By delivering this message warmly, you destigmatize mental health challenges and make it incredibly easy for team members to access the care they need. This document serves as a vital bridge, transforming abstract company values into tangible, everyday support that helps your team thrive both personally and professionally.
Employers should distribute this notice at least twice a year to keep resources fresh in employees' minds. It is also highly beneficial to share it during periods of high stress, such as major company restructuring, peak seasonal workloads, or after challenging global events.
No, utilizing employee assistance programs and mental health resources is legally protected and entirely confidential. Employers do not receive reports containing individual names or personal details regarding who uses these services.
An Employee Assistance Program is an employer-funded benefit that offers direct, short-term counseling sessions and assessments with licensed professionals at no cost to the worker. General mental health resources refer to broader tools, such as mindfulness apps, educational webinars, or external crisis hotlines.
Have leadership actively discuss the notice in a team meeting rather than just quietly slipping it into an email inbox. When managers openly normalize using these wellness tools, it removes the stigma and dramatically increases employee engagement with the resources.
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