Why Mental Health Is Still a Major Issue in the Construction Industry

Posted 4 years ago

The construction industry has long been associated with physically demanding work and high-risk environments, but the mental health of its workforce has only recently begun receiving the attention it urgently deserves. With increasing evidence pointing to widespread issues such as anxiety, depression, and suicide within the sector, it’s clear that mental health is a critical and continuing challenge for construction employers and workers alike.

In this blog, we explore why the problem persists, how the industry is responding, and what steps employers can take to build a mentally healthier and more supportive working environment.

Why mental health is a growing concern in construction

The construction industry is no stranger to risk. From working at height and handling dangerous machinery, to navigating busy sites and unpredictable weather conditions, protecting workers’ physical health has always been a core focus. But there’s another risk that’s just as dangerous, though less visible.

Mental health is a growing and urgent issue in the construction sector. While hard hats and safety boots protect the body, there’s been far less attention given to supporting the mental wellbeing of those on site. Yet mental health challenges, when left unaddressed, can lead to absenteeism, reduced productivity, staff turnover, and in tragic cases, suicide.

In an industry known for high-pressure work, long hours, and a culture that often prizes toughness, it’s time to treat mental health with the same priority as physical safety.

A high-risk industry

Mental ill-health affects people across all industries, but the statistics in construction are particularly alarming. The team at SMAS have highlighted some further shocking statistics about mental health in construction:

Suicide kills more construction workers than falls every year.
Depression and anxiety have overtaken musculoskeletal disorders in construction workers.
According to the Office of National Statistics, there were 13,232 in-work suicides between 2011 and 2015. The construction industry accounted for 13.2%
of them, despite only accounting for 7% of the total UK workforce.
23% of construction workers are considering leaving the industry in the next 12 months due to poor mental health.
73% of all construction workers feel that their employers did not understand or recognise the early signs of poor mental health or offer any support.

These figures point to a sector in crisis—and one that cannot afford to ignore mental health any longer.

What causes poor mental health in construction?

To address the issue, it’s essential to understand what drives poor mental health in this industry. Here are some of the key contributing factors:

1. Long hours and irregular shifts

The nature of Construction projects often involve early starts, extended workdays, and working weekends to meet deadlines. Fatigue and burnout are common, and the lack of routine can make it difficult to establish healthy habits or maintain a work-life balance.

2. Job insecurity

Many construction workers are employed on a project-by-project basis. The uncertainty of not knowing when the next job is coming can cause financial stress, especially for those with families to support or mortgages to pay.

3. High pressure and tight deadlines

Whether it’s meeting client demands or coping with weather delays, construction is full of pressure. This can lead to chronic stress and a feeling of persistent frustration.

4. Workplace culture

In a predominantly male environment, there’s often a culture of stoicism, where admitting to mental health struggles might be seen as weakness. This stigma makes it less likely that workers will seek help or even talk to colleagues about how they’re feeling.

5. Isolation

Construction work can be isolating. While some sites are bustling, others, especially those in remote or rural locations, can leave workers feeling alone. Lone working is particularly problematic, as it reduces opportunities for social interaction or informal check-ins with peers.

6. Physical exhaustion

Physical labour itself is mentally taxing. Workers facing chronic pain or injury may experience declining mental health due to frustration or reduced mobility.

7. Limited access to support services

Smaller construction firms may lack HR departments or internal support systems. Workers often don’t know where to turn for help, or assume support doesn’t exist.

The impact of COVID-19 on construction workers’ mental health

The COVID-19 pandemic didn’t create mental health issues in construction but it did magnify them. Workers already coping with long hours, uncertainty, and a culture of silence around mental health suddenly faced even more pressure.

During the pandemic, construction sites across the UK experienced:

Temporary closures and furloughs left many workers anxious about job security and financial stability.
Isolation and disrupted routines, particularly for those working on-site with reduced teams or remotely in supply chain roles.
Health anxieties, especially in shared work environments with limited ability to socially distance.
Increased demands, particularly on teams involved in essential projects, leading to overwork and burnout.

What made this period especially difficult was the lack of structured support in many businesses. For smaller contractors, mental health often wasn’t discussed, let alone prioritised. Some firms made efforts to check in with teams remotely or signpost to Employee Assistance Programmes, but many simply didn’t have the resources.

Even today, the effects linger. Anxiety around job security, disrupted routines, and heightened stress levels haven’t disappeared, and in many cases, they’ve become chronic.

How supporting mental health benefits your business

It’s not just the right thing to do, it’s also good for business. Failing to address mental health has tangible costs, especially in an industry where safety, productivity, and retention are critical.

Poor mental health can lead to:

Increased absenteeism and presenteeism, where workers either miss work or show up unable to carry out tasks effectively.
Higher staff turnover, particularly among younger workers and apprentices who may leave the industry altogether.
More accidents and safety incidents, as stress and fatigue impairing focus and decision making.

According to Deloitte’s 2024 report, mental health issues cost UK employers up to £51 billion per year. For construction businesses, this cost can be disproportionately high, especially where margins are already tight.

Supporting mental wellbeing isn’t just compassionate, it’s a strategic investment.

What can employers do to support mental health on site?

Improving mental health support doesn’t require an overhaul of your business overnight. It starts with practical, human-centred actions.

1. Provide tailored mental health training

Mental health training can help equip employees and line managers with the tools they need to:

Recognise signs of stress, anxiety, or depression – Look out for changes in behaviour such as withdrawal, irritability, fatigue, or a drop in productivity. In male-dominated industries like construction, these signs are often overlooked or misattributed to work ethic or attitude.
Respond appropriately and supportively – Training helps staff understand how to have sensitive conversations, what language to avoid, and when to escalate concerns. It’s about listening without judgement and offering practical support without overstepping.
Reduce the stigma around mental health – When people understand that mental health issues are common and treatable, they’re more likely to speak up early. Training sessions can help dismantle unhelpful myths, like the idea that seeking help is a sign of weakness.

Our Mental Health in Construction online course is specifically designed for this industry. In just 40 minutes, workers gain the knowledge and confidence to support themselves and others.

2. Create a culture of openness

Small changes in workplace culture can make a big difference:

Start regular check-ins where supervisors ask, “How are you really doing?” – A sincere check-in—done consistently can create a space where employees feel comfortable opening up. It’s especially important for workers who may not speak up unless prompted.
Encourage peer-to-peer support and mental health champions – Having designated mental health advocates on site, who aren’t necessarily in management, can help create a bridge between workers and formal support channels. Peers can offer understanding, share their own experiences, and guide others toward help.
Display mental health posters or toolbox talks with open language and clear signposting – Visual cues in communal areas (like break rooms or welfare units) can serve as gentle reminders that support is available and mental health matters. Use plain, friendly language and include QR codes or contact numbers for easy access to resources.

3. Introduce or promote an employee assistance programme (EAP)

An EAP is a confidential service that provides workers with access to:

Counselling – Short-term sessions with trained professionals can help employees process stress, grief, or trauma, which is especially important after a workplace incident or personal hardship.
Financial advice – Money worries are a leading source of stress, especially with rising living costs. EAPs often include budgeting help, debt counselling, and savings advice.
Legal guidance – From housing disputes to family matters, legal issues can weigh heavily on mental wellbeing. An EAP gives employees a reliable place to turn for initial legal advice.
Support for stress, addiction, or family issues – Many programmes cover topics like substance misuse, domestic difficulties, or parenting support, all of which can impact someone’s state of mind and work performance.

Make sure staff know the EAP exists, how to access it, and that it’s completely private and confidential.

4. Designate mental health first aiders

Just like physical first aiders, mental health first aiders are trained to:

Identify early signs of poor mental health – They’re taught to notice subtle behavioural changes, body language, or patterns of absence that may indicate a deeper issue.
Offer initial support – While they’re not therapists, mental health first aiders can listen calmly, provide reassurance, and help someone feel less alone in a difficult moment.
Signpost to professional help – This might include referring someone to the EAP, encouraging a GP visit, or helping them access crisis support if needed.

Having a visible point of contact on site can break down barriers and make support feel more accessible.

5. Normalise mental health conversations in toolbox talks

Toolbox talks are a trusted part of daily or weekly safety routines. By including mental health topics in these discussions, employers can:

Reduce stigma – Talking about mental health alongside physical safety sends a clear message: both are equally important, and neither should be ignored.
Improve awareness – Short, clear topics can introduce symptoms to look for, simple self-care strategies, or how to support a colleague who’s struggling.
Reinforce that mental health is part of site safety – Just as you wouldn’t ignore a faulty scaffold, you shouldn’t ignore signs of burnout or anxiety. Toolbox talks help embed this mindset into your safety culture.

Here’s a tip – try rotating between short topics like “How to manage stress,” “What is burnout?” or “How to sleep better after a long shift.”

6. Offer flexibility where possible

While the nature of construction often demands rigid schedules, some flexibility can still be built in. For example:

Allowing staggered start times – This can help accommodate childcare, personal commitments, or even a bad night’s sleep, factors that can have a big impact on mental wellbeing.
Offering personal leave days – Not every struggle requires sick leave. Allowing a few personal or “mental health” days per year can give workers a break when they’re feeling overwhelmed.
Providing transitional duties for injured workers – Being off work due to injury can lead to feelings of isolation or low mood. Giving these workers alternative, lighter duties helps maintain their sense of purpose while they recover.

Supporting small businesses and subcontractors

Subcontractors and sole traders make up a large portion of the construction workforce and they often miss out on structured support. Industry bodies, clients, and principal contractors can make a difference by:

Requiring mental health awareness as part of pre-qualification
Offering shared access to EAPs or online training platforms
Promoting industry-wide resources like those below

The Lighthouse Construction Industry Charity runs a 24/7 helpline and text support service for all UK construction workers, no matter their company size. It also offers free wellbeing apps and training funded through donations.

Mental Health Training with iHasco

At iHasco, we’re committed to helping businesses create safer, healthier, and more supportive workplaces. Our Mental Health in Construction training is specifically designed to address the unique challenges faced by those in the industry, from high-pressure environments to stigma around speaking up.

Through this course, your team will:

Gain a deeper understanding of the mental health issues common in construction
Learn how to recognise early warning signs in themselves and others
Discover practical ways to start conversations and offer support on site

Whether you’re a large contractor or a small firm, investing in mental health training can make a real difference, not just to your people, but to your business too.

Ready to take the next step to create a positive workforce? Why not try our courses with a free, no obligation trial, or request a quote today to find out more.

Make sure if anyone is showing signs of anxiety, depression or stress on-site that you’re open with them and ask if everyone is ok or what the issue may be, although this can be difficult in the construction industry due to the nature and environment that those work in.
Another good option that could be worth your time is to set up an employee assistance programme (EAP) where employees are able to talk to someone about the issues they may be facing anonymously and making sure staff are aware of the EAP system and how to go about speaking to someone.

SMAS Ltd

You can also read our blog on how has the construction sector responded to a mental health crisis?