Pirtek UK & Ireland is encouraging businesses in hard hat sectors to put mental health at the centre of their plans for 2026. Research from Pirtek’s Under the Hard Hat campaign shows that 94% of workers in construction, engineering and related industries have experienced stress, anxiety or loneliness at work. One in seven have had suicidal thoughts, and mental health-related absence is more than three times the national average.
Despite these figures, more than 40% of workers say their employer offers no mental health support or they are unaware of any available resources. This silence is costing lives. Pirtek is calling on business leaders to act now and embed mental health into everyday operations, not just annual initiatives.
Pirtek’s Managing Director, Adam Burrows argues that culture change starts at the top. When senior figures speak openly about their own experiences, it sends a powerful signal that vulnerability is not weakness. Informal check-ins during briefings or over coffee can help spot early signs of struggle. Leaders who make mental health part of daily conversation create workplaces where honesty feels safe.
Five actions for franchise businesses
- Start conversations early and often
Mental health issues rarely appear overnight. Regular, informal check-ins can help spot signs before they escalate. Toolbox talks are an effective way to open dialogue, but they don’t need to be formal. A five-minute chat at the start of a shift can make a difference. Businesses should encourage managers to ask open questions and listen without judgement.
- Treat mental health as a safety priority
Employers already assess physical risks, yet mental health risks such as fatigue, isolation and high-pressure workloads are just as real. Include mental wellbeing in risk assessments and health and safety strategies. Make it clear that mental health is part of the duty of care, not an optional extra.
- Make support visible and trusted
Resources only work if people know they exist and feel safe using them. Display information in communal areas, mention it during team meetings and include it in payslips. Promote confidentiality and reassure staff that seeking help will not affect job security. When support becomes part of everyday language, stigma begins to fade.
- Challenge outdated attitudes
The ‘man up’ mentality still exists, but it’s fading. Businesses can help to accelerate that shift by encouraging peer support and celebrating openness. They can also share stories from leaders and colleagues who have faced challenges and make it clear that looking out for each other is part of the job, not a favour.
- Offer multiple routes to help
With NHS wait times for mental health support continuing to grow, workplaces need alternatives. Signpost services like Andy’s Man Club, Hub of Hope and the BreakPoint Academy. Consider introducing mental health first aiders, employee assistance programmes or informal peer networks. The more options people have, the more likely they are to reach out before reaching crisis point.
Pirtek’s Managing Director, Adam Burrows, says: “Industrial leaders have a duty of care that goes beyond physical safety. Mental health must be treated with the same seriousness. Awareness is only the beginning, what matters is what we choose to do next.”
For more insights and practical advice, listen to Pirtek’s Under the Hard Hat podcast here: https://www.youtube.com/watch?v=iXvlHSCdM9g
Building, Design & Construction Magazine | The Choice of Industry Professionals
