TO support World Suicide Prevention Day, hydraulics specialist Pirtek UK & Ireland is urging leaders across engineering, construction and the industrial sectors to take ‘meaningful action’ on mental health – particularly among male workers in the hard hat industries.
Pirtek’s ongoing call-to-action surrounding the awareness of men’s mental health is the purpose of its Under the Hard Hat (UTHH) campaign. UTHH launched in October last year in partnership with men’s suicide prevention charity Andy’s Man Club and former special forces soldier, Ollie Ollerton.
“Mental health is an invisible force that affects every one of us,” said Martyn Smart, QHSE manager at Pirtek UK & Ireland. “But in industries where toughness is the norm, vulnerability is often seen as a weakness. That mindset is costing lives. We need to stop assuming resilience means silence. Real strength is found in openness, empathy, and support.”
Key findings from Pirtek’s 2024 UTHH survey found:
- 94% of professionals have felt stressed, anxious, depressed or lonely.
- 14 in every 100 workers have experienced thoughts of self-harm or suicide.
- Mental health-related absence is three times higher than the national average.
- 41% of workplaces lack sufficient mental health support.
- Over half of workers feel uncomfortable or awkward discussing their mental health.
Martyn Smart added, “We need to stop telling people to ‘man up’ and start asking them how they really are. Mental health support should be as visible and normalised as a hard hat on site.”
Taking action in the workplace
- Lead with openness
In environments where strength is often equated with silence, leaders can set a new tone. A simple ‘I’ve had days like that too’ can break down barriers and show your team it’s okay to talk. It’s not about oversharing; it’s about being real. When openness comes from the top, it creates space for others to follow.
- Check in before it’s critical
Mental health issues rarely appear overnight. Regular, informal check-ins, whether during toolbox talks or over a coffee, can help spot signs early. Ask how people are doing and listen without rushing to try and fix the issue. It’s about creating a rhythm of care, not just reacting when things go wrong.
- Make support easy to find and talk about
Support only works if people know it’s there and feel okay using it. Put resources where they’ll be noticed such as break rooms, payslips, team briefings and talk about them regularly. When support is part of everyday conversation, it becomes easier to reach for when it’s needed.
- Challenge outdated attitudes
The ‘man up’ mentality still exists but it’s fading. Leaders can accelerate that shift by encouraging peer support, sharing stories, and celebrating vulnerability as a strength. Make it clear that looking out for each other is part of the job, not a personal favour.
- Offer more than one route to help
With NHS wait times for mental health support continuing to grow, workplaces need to offer alternatives. A recent analysis by Rethink Mental Illness found that people are eight times more likely to wait over 18 months for mental health treatment than for physical healthcare. That kind of delay can be devastating.
Employers can help by signposting services like Andy’s Man Club, Hub of Hope, and the Breakpoint app. Consider introducing mental health first aiders, employee assistance programmes (EAPs), or informal peer support networks. The more options people have, the more likely they are to reach out before reaching crisis point.
If you want to learn more about Pirtek’s Under the Hard Hat campaign, visit its dedicated page where you can find resources including videos, blog posts, and podcast.
