“ I’m fine”: why men stay silent at work
Hunter-gatherer, bringing home the bacon, family provider, it’s a tale as old as time, and whilst it might seem an outdated notion in 2026, it manifests itself in the way men think about career and work, and with equal pay still not the norm and gender inequalities at work, it’s still a reality.
Many men feel pressure to appear resilient, to remain in control, to be a leader, and not to show vulnerability, especially in the workplace. Opening up about stress, burnout or mental health at work can be difficult and exposing. It’s much easier just to say ‘I’m fine’
Men’s Health Week, then, is a good opportunity for a reminder that silence or saying I’m fine does not always mean someone is coping well and that as employers we can play an important part in changing perceptions and creating a more open culture.
Concerns about judgment, stigma or perceptions of weakness are all barriers holding men back from speaking out. As a result, struggles, whether at work or personal challenges, can often go unnoticed until they begin to affect wellbeing, performance or attendance.
No awkward conversations, just steady support
Creating a workplace culture where wellbeing conversations are normal, confidential and judgement-free is what you want, and you should absolutely put this framework in place for this, but set realistic expectations.
If you’re in a situation where you feel someone has an issue and you want to put the right support pathway in place, you may need to start gently. If they don’t exist already, put regular check-ins in place and begin to provide wellbeing resources, you could build a library or resources that are useful to everyone and signpost as a more general show of support.
It may take a while to have a breakthrough conversation or a moment where support is reached out for, rather than given, but putting the framework in place for this to happen means your employee knows the support is there, it’s available and that you, as an employer, are encouraging open, honest conversations - when they are ready to have them.
Put in place preventative wellbeing initiatives, it’s not just about when someone is struggling but also how they got there in the first place. Work may not be the issue, but it can be the biggest supporter. Consider options like flexible working, promotion and clear leadership on work-life balance.
Men’s Health Week is a real opportunity to promote honesty, support and vulnerability as accepted workplace culture and to reflect on whether your organisation genuinely encourages it - if you don’t, there’s never a wrong time to start.