The Mental Health Act 2025 brings in the most significant changes to mental health legislation in over 40 years.
It updates how people are assessed and treated during a mental health crisis, and it creates new responsibilities for employers.
Expected to receive Royal Assent in summer 2025, this comes at a time when workplace mental health is under intense pressure. Research from the British Safety Council shows poor mental wellbeing accounts for 12% of all UK sick days, and nearly half of employees report working while unwell and unproductive.
Burnout continues to affect a significant portion of the UK workforce, with at least 79% of employees experiencing burnout and approximately 35% reporting extreme or high levels.
These mental health challenges cost UK employers an estimated £51 billion annually through absenteeism, presenteeism, and staff turnover.
Under the new legal framework, a person can only be detained if they’re at immediate risk of serious harm to themselves or others, and only if hospital treatment offers a therapeutic benefit. These tighter detention criteria mean more people will be supported in the community, often while still employed.
It also limits detention for autistic people and people with a learning disability, unless there’s a coexisting mental health condition. If someone is admitted to hospital, the default expectation is that they’ll leave hospital within 28 days. This gives employers a much shorter window to prepare for time off and reintegration.
“This isn’t just a health issue anymore, it’s a workplace issue,” says Russell Corlett, Head of Omny Safety. “Employers now have a clear role in helping people recover and stay in work. That means real support, not just policies on paper.”
The Act promotes choice, dignity and support. People who are detained have the right to create advance choice documents, appoint a nominated person, and access independent mental health advocates. Employers may need to work with these individuals when planning treatment, making adjustments, or managing time off.
The shift is clear. Mental health is now treated with the same weight as physical health under the Equality Act. If a mental health condition affects someone’s ability to work, employers must make reasonable changes, just as they would for a broken leg or other long-term illness.
For many people, recovery happens at work. And for employers, that means being part of the solution.
Core Legal Reforms Employers Must Understand
The Mental Health Bill 2025 changes how people are detained, supported, and reintegrated after a mental health crisis, placing greater responsibilities on employers to act quickly and support people fairly.
Reasonable Adjustments That Work
The Mental Health Act 2025 doesn’t change the fact that employers must make reasonable adjustments for employees with a disability. What it does is bring mental health into sharper focus.
Practical Action Steps for Employers
The Mental Health Act 2025 doesn’t just change policy. It requires employers to take clear, practical steps. You don’t need to be a clinical expert. But you do need to understand what support looks like in your setting.
How Omny Safety Can Help
Navigating new legal duties while supporting your team’s mental health can feel overwhelming. At Omny Safety, we help you make sense of the changes and put the right support in place, without adding complexity.
