Your employees need not suffer in silence

One in five Australian workers are currently experiencing a mental health condition or will in the next 12 months. When one suffers from a mental health illness, such as depression, the individual often second-guesses their own evaluation and how others perceive them in the workplace. This can impact their performance, attendance and relationships with their co-workers.

“For managers, it’s important to know the people you work with, what their usual style and preferences are, and be observant when someone acts differently from the way they usually do. Although this does not automatically indicate a mental health problem, but that’s enough to reach out and ask, “Hey, how you are doing?” 

Steven Booker, business psychologist and facilitator

What makes our training stand out?  

Using our signature Workplace Reality Theatre training method, we draw on industry and sector-specific case studies, allowing participants to respond to real-time scenarios played out by professional actors. Participants receive feedback from our expert facilitator on how to assess issues that require escalation versus those that can be resolved by providing employees with the right resources.

About this program

Designed for

Managers, supervisors and team leaders


Face to face, Virtual. 


Full day session

Maximum participants


Course content

  • Identify differences between mental health and mental ill health.
  • Individual and organisational risk factors.
  • Legislative driven obligations of the employer and employee.
  • Preparing and conducting a conversation with an employee who may have a mental health condition.
  • Effectively managing the performance or conduct.
  • Employee, team member and leader support strategies.

Learning outcomes

  • Understand and comply with relevant legislative and ethical requirements to manage employees, including managing performance and conduct.
  • Identify the workplace risk factors which may lead to the development of or exacerbate a mental health condition.
  • Identify the indicators of a possible period of mental ill health and apply relevant early intervention and performance management strategies.
  • Plan, initiate and conduct a conversation with an employee who may be demonstrating indicators of mental ill health and work with the employee to identify and implement reasonable adjustments.

How to schedule  workplace training

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There are currently no scheduled training programs. Please check back soon or give us a call to discuss some options.