Helping someone else
Awareness of the importance of mental health in our industry is increasing. Half the respondents to our most recent Looking Glass Survey reported positive attitudes to mental health among their day-to-day colleagues. While this is positive and a reason for optimism, a quarter also told us that their own mental health was either “poor” or “very poor”.
Many people still struggle to access the support they need. The fear of not being re-hired remains the most common reason individuals hesitate to share mental health concerns with their colleagues.
Signs that a colleague might need support include:
- Changes in someone’s personality, behaviour, or routine
- Arriving late
- Seeming stressed, tired or anxious
- Avoiding social activities
- Over-working
- Appearing withdrawn and/or avoiding social activities
- Having trouble concentrating
If you think a colleague might be in distress, how you respond will depend on your relationship with them, the severity of the situation, and what they share with you.
For instance, if they are a friend, they might simply need a safe space to talk. However, if it’s someone you manage, or their issues are affecting their job performance or the team’s wellbeing, you may need to seek additional advice and support to handle the situation effectively.
Industry communities and peer support
Organisations and groups that can help you build vital connections and supportive relationships.
Guidance for supporting someone else
You can use the following guidance to help deal with a variety of different situations.
Distress is a word used to describe times when, for whatever reason, a person isn’t coping. It could be due to something at home, the pressure of work, or related to a mental health problem like depression.
Asking someone if they’re OK can feel awkward, and many of us worry about getting it wrong, but it’s always better to let someone know you’re there for them. Our guide to Active Listening suggests ways of ensuring that you're available and empathetic in sensitive situations.
Many people will speak to friends or colleagues before a health professional, so the support you offer can be invaluable. Mind has produced a guide for how to support a colleague with a mental health issue, including when and how to signpost someone.
You can’t force someone to seek further help, but you might be able to point them in the right direction. If they are interested in seeking further support, you could put them in touch with our Support Line. It’s available 24/7, and provides advice on mental health and wellbeing, financial worries, legal queries, or even just a listening ear. The Support Line can also quickly arrange for anyone working behind the scenes to access six free sessions of counselling.
If you think someone is at immediate risk, please follow our guidance on accessing emergency and crisis services.
According to the mental health charity CALM, 51% of us wouldn’t feel confident in knowing how to help someone who felt suicidal. They have created a useful guide on how to open up and maintain a conversation with someone who might be struggling.
The Mental Health Foundation’s advice on how to support mental health at work is a comprehensive guide on how to support people with existing issues, those at risk, and the workforce as a whole. It has guidance on how to provide general support for colleagues as well as specific advice for line managers.
One in four people will experience a mental illness in their lifetime. If you want to know more about specific mental health conditions, take a look at Rethink's directory.
Be mindful of people’s different communication needs and styles. This resource by Prospect is designed for managers to support neurodivergent colleagues.
Our Whole Picture Toolkit for mentally healthy productions is packed with ideas for improving wellbeing at work. For example, you could suggest that your workplace creates and shares a wellbeing plan. The Toolkit includes templates you can use to explain what help is available at work as well as signposting to external sources of support.
ScreenSkills’ Introduction to Mental Health Awareness at Work is a free e-learning module that will help you understand how to support colleagues in your working environment.
Mental health training
Our mental health training courses are tailored to equip screen industry professionals with practical tools, skills and insights to build healthier workplaces where everyone can produce their best work.
If the situation involves potential harm to themselves or others, or raises concerns about abuse, harassment, or exploitation, you have a duty to act. This means:
- Escalate promptly to HR, a welfare officer, or the designated safeguarding lead
- Document what was shared factually and avoid making assumptions
- Respect confidentiality, but never promise secrecy if safety is at risk
- Signpost to professional help (e.g., Film & TV Charity, mental health services, or emergency support if urgent)
Mentally healthy productions
We have created the Whole Picture Toolkit to help support people at all levels of production, and to guide managers and senior creative leaders in looking after the mental health of crew members.
