Conversations about mental health can feel daunting, especially when you are worried about saying the wrong thing or making matters worse. The mental health first aid (MHFA) ALGEE framework gives you a clear plan so you can respond with confidence and care. Whether you are a people leader, a wellbeing champion, or a supportive colleague, knowing how to spot concerns early and act safely can make a real difference to someone’s life. In this guide we unpack what MHFA ALGEE means, why it matters for performance and wellbeing at work, and exactly how to use it in real conversations. You will also find practical tips for teams and HR to embed safe, supportive practices across your organisation.

What is ALGEE?

ALGEE is the MHFA action plan used worldwide. It stands for: Assess for risk of harm, Listen non-judgmentally, Give reassurance and information, Encourage professional help, and Encourage self help and other supports. Think of it as the mental health version of DRSABCD for physical first aid. Your job is not to diagnose or fix. Your job is to notice, support and guide the person to appropriate help. The MHFA ALGEE approach is structured yet flexible. You can move between steps to suit the situation. Safety comes first, empathy guides the conversation, and practical next steps help the person move forward.

Why ALGEE Matters

Mental ill health is common and treatable. One in five Australians experience a mental health condition each year, and early support improves outcomes. Unaddressed distress can affect concentration, decision making and relationships at work. It also increases risk of incidents and time away from work. For organisations, this impacts performance, engagement and culture. Training staff in the MHFA ALGEE action plan builds shared language and confidence. Evidence shows that MHFA training improves knowledge, reduces stigma and increases supportive helping behaviours. Clear processes also connect with psychological safety, where people feel safe to speak up about struggles without fear of judgement. You can read more about creating psychological safety in our article What Is Psychological Safety. For leaders and People teams, this is a strategic priority. Mental health related workers compensation claims are rising across Australia. Learn more about the trend and what to do in our article Workplace Mental Health Claims Set To Double By 2030 What Can Your Organisation Do.

How to Use The ALGEE Action Plan

1. Assess For Risk Of Harm

Safety first. If the person may harm themselves or others, act promptly.
  • What to do: Ask direct, calm questions about safety. Example prompts include Are you thinking about harming yourself or Have you had thoughts like that recently.
  • Why it matters: Clear, direct questions do not increase risk. They open the door to honesty and allow you to act quickly if there is danger.
  • Make it easier: If risk is present, stay with the person if safe, remove immediate hazards if possible, and call 000 or take them to the nearest emergency department. You can also contact Lifeline on 13 11 14 or Suicide Call Back Service on 1300 659 467. If you are unsure, consult your workplace critical incident process.

2. Listen Non-judgmentally

Give the person time and space to talk, without trying to fix or minimise.
  • What to do: Use open questions and reflective statements. Try Tell me more about what has been happening or It sounds like the last few weeks have been really tough.
  • Why it matters: Feeling heard reduces stress response, builds trust and helps the person articulate what they need next.
  • Make it easier: Find a quiet space, silence notifications, and keep your body language open. Avoid phrases like Cheer up or It could be worse.

3. Give Reassurance And Information

Offer calm reassurance and simple, factual information about help options.
  • What to do: Normalise help seeking. Try Many people experience anxiety and depression, and support can make a big difference. You are not alone.
  • Why it matters: Accurate information reduces fear and shame, which often stop people from getting help.
  • Make it easier: Share reputable resources, such as Beyond Blue, Black Dog Institute, and your Employee Assistance Program if available. Keep it brief and practical.

4. Encourage Professional Help

Guide the person to evidence based care.
  • What to do: Suggest booking a GP appointment to discuss a Mental Health Treatment Plan, or contacting a psychologist or counsellor. If your workplace has an EAP, offer to help them find the contact details.
  • Why it matters: Professional support improves recovery, reduces relapse and provides a confidential space to work through issues.
  • Make it easier: Offer to sit with them while they make the call, or help them prepare a few notes for the GP. If urgent risk is present, call 000.

5. Encourage Self Help And Other Supports

Small, doable actions help restore control and energy.
  • What to do: Explore supports they trust, such as a friend, family member, mentor or community group. Suggest one or two gentle habits like a short daily walk, regular meals, and a consistent sleep window.
  • Why it matters: Behavioural activation and social support improve mood, resilience and follow through with treatment.
  • Make it easier: Plan the next 24 hours together. One step could be Book GP for Friday morning. Another could be ‘Call sister tonight after dinner’. Our article Stress Management Techniques For High Performers has practical tools you can apply right away.

What Can Employers do?

  • Train leaders and champions: Provide mental health first aid training so managers and wellbeing ambassadors can use the ALGEE plan with confidence.
  • Create clear pathways: Publish EAP details, crisis numbers and internal support contacts in easy to find places like intranet, email signatures and team channels.
  • Build psychological safety: Model open, respectful conversations about workload and wellbeing. See our guide Building Psychological Safety Through Leadership.
  • Reduce friction: Offer private spaces for sensitive chats, flexible scheduling for appointments and manager toolkits with conversation guides and referral options.
  • Measure and improve: Track uptake of support services, pulse check psychological safety, and review incident learnings. Link insights to policy and leadership development.
  • Integrate with performance: Embed energy and recovery habits into team routines. Our article Mental Fitness In Corporate Wellbeing has actionable ideas.
  • ROI considerations: Early support reduces time away from work, incident costs and turnover. It also improves focus, collaboration and leadership trust. A targeted program can deliver strong returns, as outlined in our case studies and program outcomes.

Practical Tips to Make ALGEE Part of Your Week

  • Set a reminder: Add a weekly five minute calendar note to check in with one teammate and ask how they are going.
  • Use simple scripts: Try What feels most stressful right now or What would help for the next day or two.
  • Know your contacts: Save EAP details, local crisis numbers and the Lifeline number in your phone.
  • Protect time: If a serious concern comes up, pause non urgent work and find a private space to talk.
  • Follow up: A short message the next day shows you care and helps the person take the next step.

Common Myths About ALGEE

  • Myth: Asking about suicide puts the idea in their head.
  • Reality: Asking directly can reduce risk and allows timely support.
  • Myth: You need to solve the problem.
  • Reality: Your role is support and referral, not diagnosis or therapy.
  • Myth: You must follow steps in perfect order.
  • Reality: The MHFA ALGEE plan is flexible. Start with safety, then use what fits.

Key Takeaways

  • The MHFA ALGEE action plan gives you five clear steps to support someone in distress and guide them to help.
  • Start with safety, then listen with empathy and share simple, accurate information about support options.
  • Encourage professional help and small self care actions to build momentum and confidence.
  • Workplaces that train staff in ALGEE strengthen psychological safety, reduce risk and improve performance.
  • Leaders can make help seeking normal by modelling care, creating clear pathways and removing barriers.
If you are ready to build skills and systems that support mental health across your organisation, get in touch with Better Being for tailored support.

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