Mental Health Awareness Month 2025: How Are Founders Creating Workplaces That Prioritise Wellbeing?

Every May, Mental Health Awareness Month is an opportunity for people to come together and talk about mental wellbeing.

According to Ciphr, 24% of people in the UK feel stressed more days a month than they don’t, with one in 9 feeling stressed every single day.

When it comes to the key drivers of stress, the top 3 were family and friends, health and work. Unsurprising then recent stats revealed that more than half of start-up founders reported experiencing burnout this year, with one in five saying their mental health and stress levels have got worse over the past six months.

 

What Is The Impact Of Stress?

 

Whilst it is normal to feel some level of stress, continued feelings can lead to negative effects, both psychologically and physiologically.

People that feel a constant level of stress can be more prone to high blood pressure, heart disease, stroke, obesity and diabetes.

On a psychological level, stress can cause people to be less interested in fun activities, feel overwhelmed, lose focus and affect their mood – none of which is conducive to good work.

Because stress is such a huge issue, it’s more important than ever for workplaces to build environments that prioritise mental wellbeing.

You know what they say, happy workers = good work.

So, how are founders doing this? We asked them to find out…

 

Our Experts

 

• Clare Martin, Coaching Psychologist and Founder at Goldcrest Training
• Riannon Palmer, Founder & Managing Director at Lem-uhn
• Kelly Tucker, Founder at HR Star Consulting Ltd.
• Jenni Donato, Founder at Altitude
• Sammy Rubin, Founder and CEO at YuLife
• Debbie and Dave Evans, Co-Founders of and.
• Matt Glazer, Co-Founder and Chief Strategy Officer at Blue Sky Partners
• Julie Bjelland, LMFT, Founder & CEO at Sensitive Empowerment Inc.
• Jennifer Q. Williams, Owner at Saint Louis Closet Co.
• Mimi Nguyen, Founder at Cafely
• Anonymous Founder, Founder at Secret Source (IT outsourcing company in the Canary Islands)
• Sam Zand, CEO/Founder at Anywhere Clinic
• Shahar Goldboim, CEO and Co-Founder at Boom
• Jess and Becca Stern, Founders of Mustard Made
• Rytis Lauris, CEO and Co-Founder at Omnisend
• Viv Paxinos, CEO of AllBright
• Victoria Repa, CEO & Founder at BetterMe
• Boris Diakonov, Co-Founder and Co-CEO at ANNA Money
• Elliot Gold, Co-Founder at Work.Life

 

For any questions, comments or features, please contact us directly.

 

Clare Martin, Coaching Psychologist and Founder at Goldcrest Training

 

 

“As the founder of Goldcrest Training and creator of the Wellbeing Ambassador Programme™, I help leaders create working environments where wellbeing is woven into everyday leadership, not bolted on as an afterthought.

“I’ve spent years equipping organisations with practical, evidence-based tools their leaders can use to support their people in meaningful ways. It’s about moving beyond surface-level wellbeing gestures to create cultures where people feel seen, supported and psychologically safe.

“As a founder, I also try to live by the same principles in how I work: creating space for rest and reflection, protecting boundaries, and staying connected to my purpose. Sustainable wellbeing starts with how we lead ourselves.

“More than ever, leaders need support to lead in ways that help others thrive — not just survive.”

 

Riannon Palmer Founder & Managing Director at Lem-uhn

 

 

“I started Lem-uhn after burning out in a traditional PR agency. I was having panic attacks, dreading Mondays, and realised I couldn’t keep working like that. When I looked around, I couldn’t find a workplace in the industry that genuinely prioritised wellbeing, so I decided to build one.

“That’s been my focus from day one. We’ve introduced policies that reflect what I wish I’d had: things like menstrual leave, wellness days, flexible hours, and the option to work abroad for part of the year. But policies only go so far, it’s also about the culture. We check in with the team regularly to see how people are feeling and what they need, including a bi-annual employee survey. I want people to enjoy coming to work. Work is such a huge part of your life and, therefore, can have a huge impact on your mental health. It’s important work is a positive for your mental wellness and not the opposite.

“There’s still a long way to go, especially in industries like PR, where long hours and pressure are normalised. But I hope that by doing things differently, we can help show it’s possible to look after your team and still do great work.”

 

Kelly Tucker, Founder at HR Star Consulting Ltd.

 

 

“At HR Star, wellbeing isn’t a bolt-on, it’s embedded into how we work. As a founder, I believe people do their best work when they feel safe, valued, and trusted. That means creating a culture where wellbeing is seen as a shared responsibility, not just an individual’s burden.

“We prioritise open communication, manageable workloads, and flexible working. Everyone has the autonomy to structure their day in a way that supports both productivity and personal needs. Regular check-ins aren’t just about tasks, they’re about how people are doing. We make space for honest conversations and act when something’s not right.

“I’ve also learned that wellbeing starts with leadership. If I don’t model healthy boundaries, my team won’t feel permission to do the same. That’s why I’m intentional about switching off, encouraging breaks, and celebrating rest as much as results.

“Ultimately, a wellbeing-first culture isn’t created by policies, it’s shaped by everyday behaviours. When people feel seen and supported, they stay, grow, and thrive. That’s good for them, and good for business.”

 

For any questions, comments or features, please contact us directly.

 

Jenni Donato, Founder at Altitude

 

 

“When it comes to creating a work environment that truly prioritises mental health, the word that stands out for me is boundaries. As a founder, the to-do list never ends, there’s always another job to do, another strategy to build, another connection to make. And when you love your business, it’s easy to blur the lines between work and life.

“But I learned the hard way that this isn’t sustainable. During the Covid lockdown, I was coaching solo, raising young kids all day while working with clients every evening, all to keep the business afloat. My husband was in a corporate role, and I was burning out fast. That experience forced a shift.

“I put boundaries in place: no evenings, no weekends, and no scrolling during family time. And I’ve stuck to them. It wasn’t just good for me  it was essential.

“Now, I teach other female founders how to do the same. Prioritising mental health through structure and boundaries is a key part of the strategy that helps our clients grow sustainably and it’s one of the reasons they see ROI increases of up to 15x. Protecting your wellbeing isn’t a luxury, it’s a business strategy.”

 

Sammy Rubin, Founder and CEO at YuLife

 

 

“I started YuLife after burning out in a previous business. On paper, everything looked like a success, but I’d completely neglected my own wellbeing. I knew I couldn’t build something meaningful if it came at that cost again.

“That insight sparked a bigger idea: insurance shouldn’t just write cheques when things go wrong, it should actively make life better, every day. I started YuLife to prove an insurtech could turn cover into a force for good, nudging people toward healthier, happier choices.

“At YuLife, our value Love Being Yu isn’t just a slogan. It genuinely shapes how we treat each other and how we work. Wellbeing isn’t a perk here. It shows up in how we lead, how we make decisions, and how we support the team day to day.

“But it only works if it’s real, not just something I care about, but something everyone lives. That’s why we often say every leader is a Chief Wellbeing Officer in their own way. Whether it’s protecting time off, encouraging openness, or just making space for people to be themselves, those things add up.

“When people feel safe and supported, that’s when they do great work. For us, that’s not a bonus. It’s the whole point.”

 

Debbie and Dave Evans, Co-Founders of and.

 

 

“Living remotely in the Scottish Highlands while running a global coaching business isn’t about escaping it’s about designing a life and work rhythm that protects our energy so we can lead others well. Plan forward with a 24-month single-page business plan that keeps us time-boundaried, focused, and aligned on what matters. Sundays off, quarterly recovery weeks, and blocked out thinking time.

“Create real connection, show up digitally and in person. From our own events, joining other leaders’ events, taking part in masterminds, we keep our world connected. No ‘hustle for the sake of it’ culture we choose deep work over constant work. Action with intention, not reaction. Individual outlets. We are not co-dependent on the business. Travel a lot gives time back to do the deep work too. Self-coach daily. Our own tools, dLogs, emotional language, reset cues, keep us grounded and aware of each other’s energy, mindset, and blind spots. Feedback is a must and it’s not taking it personal; this is business. It’s how combined we improve.

“Our language state clearly how we are. Real talk prevents burnout. “I feel flat,” “I’m overstimulated,” or “I’m disconnected” is language we use to act not avoid. Boundaries are visible. We block our calendars. No client or project is worth sacrificing our sanity. We say no. We unplug. We know when we’ve hit ‘enough’ for the week and that’s when we stop.

“Space is our strategy. Physical distance from noise = mental clarity. Nature is part of our team. We talk about it  Stress, fear, grief, burnout, nothing is off the table. Honest conversation is our default. Reset often. Our methods include self-coaching, mindful movement, and checking each other’s energy (we call it fuel gauges).

“Wellbeing isn’t just a bolt-on. It’s the system that lets us lead with purpose, pace, and presence all year round”

 

For any questions, comments or features, please contact us directly.

 

Matt Glazer, Co Founder and Chief Strategy Officer at Blue Sky Partners

 

 

“At Blue Sky Partners, prioritising wellbeing means designing a workplace where people can thrive both personally and professionally. We offer tangible support through competitive salaries, a 401(k) with employer match, and 12 weeks of fully paid FMLA to support growing families. Our benefits also include compensation for continued learning and professional development, ensuring our team grows alongside our company.

“Equally important are the intangible aspects of our culture. We center our work around shared values, giving our team opportunities to work with clients and causes they believe in. We also offer values-based discounts, allowing us to choose work that aligns with our mission, not just the bottom line.

“Flexibility is another pillar of wellbeing here—our unlimited PTO policy and hybrid work options give people the autonomy to manage their time in ways that support their health and happiness. Beyond policies, we foster a culture of respect, empathy, and trust, ensuring every team member feels valued and heard.

“At Blue Sky Partners, we know that when people are cared for, they do their best work. Wellbeing isn’t a perk, it’s the foundation of how we operate.”

 

Julie Bjelland, LMFT. Founder & CEO at Sensitive Empowerment Inc.

 

 

“I’m the Founder and CEO of Sensitive Empowerment Inc., where we support sensitive and neurodivergent individuals around the world through education, community, and empowerment. As a late-discovered autistic and highly sensitive person myself, I’ve built my company to reflect the kind of environment I wish existed in every workplace.

“Wellbeing is at the core of everything we do. Our team culture is rooted in flexibility, kindness, and honouring each person’s unique rhythm. We practice low-pressure communication, allow spacious timelines, and encourage rest without guilt. Emotional safety is not just supported, it’s celebrated.

“We also prioritise accessibility, transparency, and honouring differences. That means checking in regularly, respecting energy needs, and avoiding hustle culture. It’s helped create a workplace where people feel seen, respected, and empowered to show up as they are.

“Mental health is not something we add on. It’s something we live by.”

 

Jennifer Q. Williams, Owner at Saint Louis Closet Co.

 

 

“At Saint Louis Closet Co., we believe that organisation is a powerful tool for mental wellness. After 34 years of designing custom closets, I’ve seen firsthand how a clutter free environment can significantly reduce stress and anxiety. We help people take control of their spaces, which in turn helps them feel more in control of their lives.

“Creating a workplace that reflects these values is a priority for me. I try to emphasise a clean, organised, and supportive environment for my team. We encourage open communication, provide flexibility when needed, and ensure everyone has an organised and clean space to work so they can maintain a healthy work life.

“Just as we help our customers simplify their homes, we help our employees streamline their tasks and workstations to reduce overwhelm and foster focus.

“Ultimately, organisation is about creating space—physically and emotionally—for what matters most. And when people feel calm and capable, they do their best work.”

 

For any questions, comments or features, please contact us directly.

 

Mimi Nguyen, Founder at Cafely

 

 

“At Cafely, we’ve discovered that wellbeing is not something extra. It’s something essential to creating a sustainable business. As a founder, I value mental health by ensuring first and foremost that our team feels supported and safe. That begins with flexibility. We provide remote and hybrid schedules, no-meeting Fridays, and mental health days: no questions asked!

“We also have quarterly check-ins that aren’t about task lists. I find that just saying “How are you, really?” can lead to some deep conversations. We also provide wellness stipends and virtual therapy session access because not everyone is comfortable talking about hardship at work.

“But most importantly, we’ve made it clear that wellbeing isn’t tied to performance. Our culture celebrates rest just as much as achievement. As someone who’s faced burnout early in my career, I’ve made it a mission to ensure our team never feels that pressure. A healthy team is a high-performing team.

“I founded secret-source.eu – IT outsourcing company based in The Canary Islands.

“At Secret Source, we believe that happier teams do better work. That’s why our primary KPI is staff happiness, which we measure weekly.

“We know we can’t guarantee happiness every day, but we see it as our responsibility to create an environment where it’s more likely. We offer flexible hours and remote working, encourage peer recognition, invest in professional development, and actively teach psychological safety and ownership. We foster a no-blame culture, promote autonomy, and ensure everyone understands the impact of their work. In short, we prioritise the five core wellbeing needs outlined by the US Surgeon General: Safety, Community, Autonomy, Growth, and Purpose.

“We also recognise that everyone is different. Alongside company-wide initiatives, we tailor support to individuals—listening closely in weekly 1-to-1s, acting on feedback, and adapting wherever we can. Wellbeing isn’t a box to tick; it’s embedded in how we work, lead, and grow.”

 

Sam Zand, CEO/Founder at Anywhere Clinic

 

 

“As a psychiatrist and founder, I believe that prioritising wellbeing in the workplace isn’t just compassionate—it’s essential for creativity, retention, and meaningful impact. At Anywhere Clinic, we’ve built a culture where mental health is the foundation, not an afterthought.

“We start by modelling balance from the top. I encourage flexible work schedules, intentional breaks, and emotional transparency—not just for our clinical team, but across all departments. We normalise conversations around burnout, anxiety, and boundaries, and we provide space for team members to step back when they need to recalibrate.

“Because our work centres on healing, we also practice what we preach. Every team member is offered mental health resources, from therapy stipends to regular internal wellness check-ins. We treat rest and restoration as fuel for purpose—not obstacles to productivity.

“In today’s climate, leaders have a responsibility to protect the human spirit at work. I don’t want my team to just do great work—I want them to feel seen, supported, and well. That’s how we change lives—from the inside out.”

 

Shahar Goldboim, CEO and Co-Founder at Boom

 

 

“Hospitality does not have a great reputation for work-life balance. That’s where AI comes in. While the technology has been making waves in hospitality for some time, much of the focus has been on guest-facing improvements like chatbots and personalization. But what’s often overlooked is AI’s capacity to significantly lighten the load for staff, improve organization, and enable flexibility. AI can help create a more structured and efficient workplace, ensuring staff are crystal clear on their roles, are given manageable workloads, and receive the support they need. In doing so, we can better protect the mental health of the frontline staff we need to keep this industry running.

“At its core, hospitality is about creating exceptional experiences. But we can’t offer five-star service while the people delivering it are barely hanging on.

“It’s time to extend that same hospitality to the people behind the scenes, leveraging AI to ease workloads, improve scheduling, and maintain calm in your team. The results will be not just glowing guest reviews but glowing employee ones, too.”

 

For any questions, comments or features, please contact us directly.

 

Jess and Becca Stern, Founders of Mustard Made

 

 

“Building a culture within our team where everyone is able to feel happy and fulfilled has always been our mission. At Mustard we’ve always wanted to do things differently, and most importantly, to create the kind of business that we would want to work for in a way that feels authentic to us and reflects our values.

“As our team has grown one of our key priorities in developing our wellbeing benefits was parental leave. We are both mums and we understand firsthand the challenges working parents, especially working women, face, and the importance of flexibility and empathy in navigating those challenges. As founders, we knew we had the power to help make things a little bit easier for our team by introducing an inclusive parental leave package.

“We’ve removed the labels from traditional maternity and paternity leave, as we know that all families look different, and we’re really proud to offer a parental leave package that includes full pay options for primary and secondary parents, as well as a return to work bonus. We’ve seen how giving people the space to care for their families while continuing to grow in their careers builds trust, connection and a stronger, more inclusive team. We want people to feel empowered to step into the roles that work best for their family and where no one has to choose between being a great parent, and building a fulfilling career.”

 

Rytis Lauris, CEO and Co-Founder at Omnisend

 

 

“The most direct way we support our employees’ mental health is by covering their therapy sessions. They can choose someone from our partner list or go with their own – either way, we pay. We also offer schedule flexibility, including hybrid work options. Employees can start their day as early as 7am or as late as 10am, and they’re free to leave to run errands – as long as they get the work done and don’t disrupt their teams. Teams themselves have the autonomy to decide how often they should come to the office.

“Beyond that, we do what we can to foster a culture of open and honest communication. For example, every two weeks, leadership hosts an ‘Ask Me Anything’ session where they commit to answering even the most uncomfortable questions. They can be submitted anonymously beforehand or asked directly during the session. Managers are also expected to regularly have one-on-one meetings with team members – these focus on how people feel at work, where they’re struggling, what they enjoy. Just like the other perks, it’s a way to show that we value them as individuals just as much as professionals.”

 

Viv Paxinos, CEO of AllBright

 

 

“At AllBright, wellbeing is woven into our organisational DNA through intentional practices.

“We’ve implemented practical wellbeing initiatives, such as designated “no-meeting zones” to provide sacred focus time, regular wellbeing check-ins to normalise mental health discussions, and flexible work arrangements to accommodate the diverse needs of our team. We also offer an annual “YOU Day” – not a sick day, but a day dedicated entirely to personal wellness.

“We also run a wellbeing campaign series for our members and partners. Every year, we have a flagship wellness event called the Live Well Festival. This year it’s in partnership with QVC.

“Perhaps most powerful is how leadership models these values. I conduct one-on-ones while walking outdoors, have coffee with every new team member to get to know them and visibly block time in my diary for school pickup and exercise. When leaders visibly prioritise wellbeing, it gives everyone permission to do the same.

“Creating a wellbeing-centred workplace isn’t just about elaborate benefits and perks, it’s about building a culture where people know they matter as humans, not just as employees. When people feel truly supported, performance naturally follows.”

 

For any questions, comments or features, please contact us directly.

 

Victoria Repa, CEO & Founder at BetterMe

 

 

“At BetterMe, we believe that a healthy team is the foundation of a healthy business. That’s why wellness is an important part of our corporate culture. We actively develop systems that support physical, emotional, and mental balance for our 500+ team members.

“One of our core principles is that wellness starts inside the team. That’s why leaders must provide an example for other teammates. For example, I personally conduct Pilates classes for the team, share practical tools for mindfulness and stress management, the benefits of meditation, etc.

“We have created a culture where well-being is collective, not just individual. Our offices have walking paths for meetings and access to in-office and online training. We also encourage team-building events not in a bar, but, for example, in running clubs, on tennis courts, or in outdoor team competitions. We normalize rest, feedback, and open dialog through regular check-ins.

“McKinsey Health Instituteʼs research confirms that prioritizing employee health can increase global economic value by up to $11.7 trillion. For me, this value also lies in a stronger, more cohesive team that grows steadily and creates products that truly empower others.”

 

Boris Diakonov, Co-Founder and Co-CEO at ANNA Money

 

 

“Having a happy team is a priority at ANNA and we’ve found lots of creative ways to support and nurture our team’s wellbeing.

“We have three mental health first aiders trained to be proactive and safeguard people’s well being – both in person and on the Mental Health Slack channel where they share tips.

“Our employee programmes include Perkbox (free counseling sessions and wellness programmes) and a Take A Break Scheme – we know that work/life balance is essential for all colleagues’ wellbeing so we reward everyone with a benefit of £1,000 towards an annual trip away.

“In tandem with this we run lots of activities that help to build real connections and friendships among our colleagues. There are Mental Health coffee mornings where there’s only one rule – no work talk – and a monthly brunch where we shout everyone breakfast and two members of the team tell us something about themselves. We’ve had talks on everything from how a colleague transformed a van into a camper and went travelling in it, to how one colleague is directly related to Scott of the Antarctic! They never fail to be surprising, uplifting and joyful.”

 

Elliot Gold, Co-Founder at Work.Life 

 

 

“At Work.Life, creating environments that prioritise wellbeing isn’t just a business strategy – it’s our founding principle. Our mission to make people’s work-lives happier drives everything we do. When we started this journey, we recognised that traditional workspaces often neglected the human element of work. That’s why we built our entire model around the concept that workspaces should be designed with happiness at their core.

“Mental wellbeing thrives in environments where people feel connected, supported, and valued. We support this through thoughtfully designed spaces with natural light, comfortable breakout areas, and areas to suit focus or collaboration to accommodate different working styles and needs.

“Our membership managers actively cultivate a sense of belonging through regular events, wellness activities, and networking opportunities that combat isolation, and this is evidenced through 9/10 members saying they’re happier since joining Work.Life.

“The workplace should be somewhere people want to be, not somewhere they have to be. That’s exactly the environment our team work hard to create everyday at Work.Life.”

 

For any questions, comments or features, please contact us directly.