The Problem With Mental Health In The Construction Sector

Posted 6 years ago

Mental health in the construction sector is not the first safety concern that comes to mind. With a range of physically demanding roles, businesses’ priority is often to make sure physical health and safety is airtight to avoid any serious damage or incidents. Because of this, ill mental health is often overlooked, which leads to a decline in workers’ morale and more.

In this blog, we’ll discuss mental health issues in the construction industry, raising awareness, exploring the causes, and providing actionable steps to take to ensure your employee’s mental health is well looked after.

The link between construction work & mental health

The construction industry presents unique challenges that can have a significant impact on workers’ mental health. Some key stressors include:

Long and irregular hours – Construction work often involves long shifts and unpredictable schedules, which can disrupt sleep patterns and lead to exhaustion. Where possible, maintaining a structured shift rotation—such as a six-week cycle—can help provide consistency and allow workers to plan their rest and personal time effectively.
Physically demanding workloads – The physical strain of construction work doesn’t just wear out the body; it affects the mind too. Without proper rest, workers may experience mental fatigue, stress, and burnout. Encouraging regular breaks and recovery time is essential.
Job insecurity and unstable income – Many construction workers are employed on temporary contracts or face uncertainty about future projects. The stress of not knowing where the next paycheck is coming from can have a serious impact on mental wellbeing. Employers can help by providing clearer communication about job prospects and offering support where possible.
Working away from home and family – Being away from loved ones for extended periods can lead to feelings of isolation, loneliness, and homesickness. Creating opportunities for workers to stay connected with their families—whether through flexible schedules, regular check-ins, or company-supported travel—can help reduce this impact.
Pressure to meet tight deadlines and budgets – High-pressure environments can take a toll on mental health, especially when deadlines are strict and budgets are tight. Managers should regularly check in with their teams, ensuring workloads are realistic and providing additional support when needed.
Hazardous, high-risk tasks – Construction work involves significant risks, and the fear of injury can weigh heavily on workers. Ensuring proper safety measures, training, and mental health support can help reduce anxiety surrounding workplace hazards.
A ‘macho’ work culture that discourages seeking help – There is still a stigma in the construction industry that mental health struggles should be ignored or endured. This can prevent workers from speaking up when they need support. Encouraging open conversations, training managers to spot signs of distress, and normalising mental health discussions can help break this cycle.
Poor work-life balance – The combination of long hours, high pressure, and time spent away from family often means that construction workers struggle to maintain a healthy work-life balance. Addressing this issue through fair scheduling, mental health initiatives, and supportive workplace policies is key to improving well-being in the sector.

By recognising these stressors and taking proactive steps to address them, the construction industry can create a healthier, more supportive working environment.

The stigma of mental health in construction

Mental health stigma in the construction industry is deeply rooted in the sector’s long-standing ‘macho culture’—a belief that workers should be tough, resilient, and able to push through challenges without showing vulnerability. As a predominantly male industry, construction often reinforces the idea that discussing emotions or seeking help is a sign of weakness.

This culture can make it incredibly difficult for workers to open up about their struggles, even with everyday stressors. Many feel they must “get on with it” rather than acknowledge feelings of anxiety, depression, or emotional exhaustion. This pressure doesn’t just come from within—it can also be reinforced by colleagues, managers, and the general work environment.

A major issue is that some workers don’t know where to turn for support or how to express their emotions, whether the issue is related to money, relationships, or work stress. Without proper outlets, these struggles can escalate, leading to more severe mental health issues, including depression, substance misuse, and in the worst cases, suicide.

Key Factors Driving the ‘Macho Culture’ in Construction

Fear of judgement and stigma – Many workers worry that admitting to mental health struggles will lead to ridicule, alienation, or a loss of respect among peers. The fear of being seen as weak prevents them from speaking up.
Concerns about job security and career repercussions – Some workers hesitate to seek help because they fear it could impact their career progression or even put their job at risk. In an industry where temporary contracts and job insecurity are common, many feel pressured to appear strong at all times.
The belief that mental health issues are a sign of weakness – The idea that men should always be strong and self-reliant is deeply ingrained in construction culture. This outdated mindset discourages workers from acknowledging their struggles and seeking support.
Lack of awareness and training about mental health resources – Many workers simply don’t know what help is available or how to access it. While some companies are introducing mental health initiatives, there is still a long way to go in ensuring workers are aware of and comfortable using these resources.
Normalisation of ‘toughing it out’ and not talking about feelings – The ‘just get on with it’ mentality is widespread in construction, where emotional struggles are often dismissed or ignored. This leads to problems being bottled up rather than addressed in a healthy way.

By addressing these issues head-on, the industry can move towards a culture that values both physical and mental wellbeing, ensuring that workers no longer suffer in silence.

Spot the signs of ill mental health within your team

Recognising the signs of poor mental health in your team is essential for breaking the stigma and fostering a supportive work environment. If you notice any of the following changes in a colleague, it may be a sign they are struggling:

Changes in mood – A normally sociable team member becoming withdrawn, unusually quiet, or irritable could indicate emotional distress.
Declining work performance – Before assuming a drop in productivity is due to laziness, consider whether mental health challenges are making even simple tasks feel overwhelming.
Increased absenteeism or lateness – Struggling with mental health can make it difficult to manage time, get out of bed, or face the workday, leading to more sick days or lateness.
Higher risk-taking or workplace accidents – If someone is distracted or preoccupied, they may take more risks or have more accidents on-site due to reduced focus.
Social withdrawal – Those struggling often isolate themselves, avoiding conversations and interactions they once enjoyed.

By being aware of these signs and offering support, you can help create a workplace where mental health is taken seriously, and no one feels they have to suffer in silence.

Proactive Strategies For Business Owners To Address ill Mental Health

Improving mental health in the construction industry requires a proactive approach, focusing on early intervention and continuous support. Here are key strategies business owners can implement to support their workforce:

Develop and implement a mental health policy – A clear and well-structured mental health policy sets expectations for workplace support and outlines available resources. It should include procedures for reporting concerns, accessing help, and ensuring confidentiality.
Provide access to mental health resources – Make sure employees know where to find support, whether through Employee Assistance Programmes (EAPs), helplines, counselling services, or online mental health platforms. Display these resources in communal areas and provide them during onboarding.
Train managers and team leaders to recognise the signs – Equip supervisors with the skills to identify early signs of mental distress, initiate supportive conversations, and signpost employees to professional help. Mental health training should be a core part of leadership development.
Promote an open communication environment – Encourage a culture where employees feel comfortable discussing mental health concerns without fear of judgement. Regular team meetings, anonymous feedback channels, and mental health champions can all contribute to an open dialogue.
Reduce the stigma – Challenge outdated attitudes around mental health by running awareness campaigns, sharing real-life experiences, and encouraging senior leadership to lead by example in discussing mental wellbeing.
Offer flexible work arrangements where possible – If feasible, allow flexible hours, rotating shifts, or to support better work-life balance, reduce stress, and accommodate personal needs.
Provide stress management resources – Offer practical tools such as mindfulness training, stress-relief workshops, access to physical fitness programmes, or relaxation spaces on-site to help workers manage stress effectively.
Regular check-ins – Encourage managers to check in with their teams on a frequent basis, not just about work but about overall well-being. These informal conversations can help identify potential issues before they escalate.

By taking these steps, business owners can create a healthier, more supportive work environment where employees feel valued, understood, and empowered to seek help when needed.

The Benefits of a Supportive Workplace

. A workplace that prioritises mental wellbeing fosters a healthier, happier, and more productive workforce. Key benefits include:

Improved employee wellbeing and morale – When workers feel supported, they are more likely to experience job satisfaction, motivation, and a sense of purpose.
Increased engagement and job satisfaction – Employees who feel valued and heard are more engaged in their work, leading to higher productivity and a positive workplace culture.
Stronger team cohesion and collaboration – Open conversations about mental health can strengthen team relationships, encouraging trust, empathy, and cooperation.
Reduced stress and burnout – A mentally healthy workplace helps prevent burnout by addressing stressors early and providing coping mechanisms. This leads to better retention rates and fewer absences.
Greater sense of belonging and support – Creating a culture where employees feel safe discussing mental health fosters a sense of community, ensuring that no one suffers in silence.

By investing in a supportive workplace, businesses can build a resilient and dedicated workforce while improving overall company performance.

Legal requirements and responsibilities as an employer

Mental health in construction isn’t just a moral concern—it’s a legal obligation. Employers must take proactive steps to protect workers’ wellbeing, just as they do with physical safety.

Employers have a duty of care to safeguard employees’ health, including mental wellbeing. This means identifying and managing risks that contribute to stress, anxiety, and burnout.

Common Mental Health Risks in Construction

Unrealistic deadlines & heavy workloads – Constant pressure can lead to chronic stress.
Job insecurity – Uncertainty about employment affects mental health.
Workplace culture – A lack of open conversations can discourage seeking support.
Long hours & physical strain – Fatigue increases mental and physical risks.

The Equality Act 2010: Protecting Employees

If a mental health condition qualifies as a disability, employers must:

Prevent discrimination – Ensure fair treatment in the workplace.
Make reasonable adjustments – Offer flexible hours, task modifications, or additional support.

HSE Guidance & the “Working Minds” Campaign

The Health and Safety Executive (HSE) advises employers to:

Recognise signs of work-related stress early.
Encourage open conversations about mental health.
Take proactive steps to create a supportive environment.

By meeting these responsibilities, businesses foster a healthier, more productive workforce while staying compliant with the law.

Moving forward, what can you do?

The best thing that we can all do (employers and employees alike) is TALK.

Workplaces should encourage people to talk about their feelings and get comfortable with talking about them. They should create a culture where guidance and solutions are offered and honesty is definitely the best policy.

Those in leadership positions should be trained in identifying signs of mental ill-health and giving guidance on how to deal with these situations.

Once strategies and programs have been put in place for mental health, everyone should have access to them and know where to find them.

Finally, KEEP TALKING. Mental Health support should not just be set up and then left. The topic should be spoken about regularly and employees and employers should help one another to speak up should they be struggling with mental ill-health.

Tackle mental health in construction with our online training course

Ready to make sure your employee’s mental health is okay? At iHasco we offer a range of mental health training courses, specifically for the construction sector to give you the skills and information you need to effectively support your team. Try a free, no obligation trial today to see how our online training courses can benefit your business. For more information contact our team today.