Supporting mental health in the workplace is more than a box-ticking exercise. For Scottish businesses, Scotland’s Mental Health First Aid (SMHFA) training is a powerful first step, equipping employees with the skills to recognise signs of distress, provide immediate support, and guide colleagues towards professional help. But once the training ends, what happens next?
The answer lies in creating a mental health peer support network. Peer systems extend the benefits of SMHFA training, making wellbeing an everyday part of your organisation’s culture rather than a one-time initiative. In this blog, we’ll explain why peer networks matter, how to build them, who should be involved, and the long-term benefits for your business.
Why Peer Support Networks Matter After SMHFA
Completing SMHFA training is a major milestone, but the benefits can fade without ongoing reinforcement. A peer support network ensures that trained employees remain connected, supported, and able to put their skills into practice.
Sustaining Impact
A network makes SMHFA more than a course certificate. It embeds mental health awareness into day-to-day business operations, ensuring long-term cultural change.
Mutual Support
Peer supporters may themselves face emotional strain. Having a network allows them to debrief, share strategies, and avoid burnout.
Early Intervention
More trained eyes and ears across the business mean signs of poor mental health are identified sooner, leading to quicker, more effective responses.
Reducing Stigma
When colleagues see a visible network of trained peers, conversations about mental health become normalised, reducing the stigma that often prevents people from seeking help.
Cost-Effectiveness
Peer systems re-use the investment in SMHFA, multiplying the impact. By preventing crises, they reduce absenteeism, turnover, and the financial cost of lost productivity.
Key Features of an Effective Peer Support Network
Not all peer systems are created equal. To be effective, your business should design its network with clarity, structure, and trust.
| Feature | What It Means | Why It Matters |
| Clear Boundaries | Peer supporters listen, reassure, and signpost—not diagnose or provide therapy. | Protects both employees seeking help and the peer supporters themselves. |
| Ongoing Training | Refresher courses and skills workshops after initial SMHFA training. | Ensures supporters remain confident and up to date. |
| Supervision & Debriefing | Regular sessions with wellbeing leads or HR staff. | Prevents burnout and improves the quality of support. |
| Confidentiality | Private, safe conversations with strict confidentiality. | Builds trust and encourages staff to come forward. |
| Accessibility & Diversity | Peer supporters across departments, locations, and shifts. | Makes support available to all staff, at any time. |
| Leadership Buy-In | Senior management support, recognition, and resources. | Gives the network legitimacy and sustainability. |
| Communication | Clear information on who peer supporters are and how to access them. | Ensures staff know help is available. |
| Monitoring & Feedback | Collecting data and staff feedback. | Helps measure impact and refine the system. |
Who Should Be Part of the Network?
Not every employee needs to be a peer supporter, but a well-chosen group creates balance and reach. Consider including:
- Managers and Team Leaders: They are often the first to notice when staff are struggling. SMHFA plus peer network support helps them act effectively.
- HR and Wellbeing Staff: They coordinate policies and can provide supervision for peer supporters.
- Frontline Employees: Staff in customer-facing or high-stress roles often benefit from and contribute to peer systems.
- Diverse Representatives: Supporters from different ages, backgrounds, and locations make the network relatable and accessible.
- Staff with Lived Experience: Employees who have navigated mental health challenges can bring authenticity and empathy to the role, if they are comfortable.
Steps to Building a Peer Support Network
Here’s a practical roadmap for businesses ready to create a peer system after SMHFA training.
Step 1: Define Goals
Decide what success looks like. Is your aim to reduce absence, improve staff morale, or embed wellbeing into your culture? Clear goals provide direction.
Step 2: Select Peer Supporters
Identify volunteers or nominate staff. Look for empathy, confidentiality, and strong listening skills—not just seniority.
Step 3: Provide Additional Training
Beyond SMHFA, offer guidance on boundaries, communication, and when to escalate concerns to HR or external services.
Step 4: Establish Structures
Decide how peer supporters will operate:
- Will they be matched with specific teams?
- How will staff reach them—via email, phone, or in person?
- What escalation routes exist if professional help is needed?
Step 5: Communicate Clearly
Launch an internal awareness campaign so everyone knows who peer supporters are and what their role involves. Posters, intranet pages, and team briefings all help.
Step 6: Support the Supporters
Build regular debrief sessions, supervision, and recognition into the programme. Without this, peer supporters may struggle with the emotional demands.
Step 7: Monitor and Review
Gather feedback from staff, track metrics like absence and turnover, and adjust the network as needed. Successful systems evolve with the business.
Challenges and How to Overcome Them
Creating a peer support network is not without its obstacles. Here are common challenges—and how to address them:
- Time Pressures: Peer supporters may feel overloaded. Solution: Allocate dedicated time within their workload.
- Unclear Roles: Without clear boundaries, confusion arises. Solution: Provide written role descriptions and training.
- Stigma: Some staff may hesitate to seek support. Solution: Regularly promote confidentiality and normalise conversations.
- Lack of Leadership Support: Without management backing, networks can fade. Solution: Secure visible commitment from senior leaders early.
- Sustainability: Enthusiasm can wane after launch. Solution: Schedule refreshers, recognition events, and regular reviews.
Measuring the Success of a Peer Support Network
To ensure your network is effective, track both qualitative and quantitative outcomes:
- Reduction in sickness absence related to stress or anxiety.
- Employee satisfaction surveys showing increased wellbeing.
- Staff feedback on accessibility and usefulness of peer support.
- Reduced turnover in high-stress teams.
- Increased confidence among peer supporters themselves.
By measuring outcomes, businesses can demonstrate ROI and refine their approach over time.
The Role of Leadership in Peer Systems
Leadership involvement is essential for success. When managers and executives show visible support for peer systems, it sends a strong message that mental health matters. This can include:
- Participating in SMHFA training themselves.
- Recognising and rewarding peer supporters.
- Allocating budget and resources to sustain the network.
- Sharing positive stories and case studies with staff.
Leaders who lead by example make it easier for peer systems to thrive.
How EmCare Supports Businesses
At EmCare, we understand that SMHFA training is just the beginning. That’s why we help Scottish businesses take the next step—building effective peer support networks that last.
Our EmCare Training team offers:
- Accredited SMHFA training delivered by experienced professionals.
- A full range of mental health courses tailored to your sector.
- Guidance on setting up peer networks, including supervision and refresher training.
- Support for leadership teams to embed wellbeing into policies and culture.
With our help, your organisation can transform SMHFA training into a living, breathing system of peer support.
Long-Term Benefits for Businesses
When peer systems are established after SMHFA training, the advantages are clear:
- Lower Costs: Reduced absenteeism and turnover.
- Higher Productivity: Engaged staff who feel supported.
- Better Culture: Stigma reduced, openness encouraged.
- Resilience: Staff and leaders better equipped to handle challenges.
- Reputation: Being known as a caring employer strengthens recruitment and client trust.
In short, peer networks make businesses more sustainable, compassionate, and competitive.
Conclusion
SMHFA training equips individuals with essential skills—but creating a peer support network ensures those skills are used to their fullest potential. A well-designed system helps staff support each other, reduces stigma, and embeds wellbeing into company culture.
At EmCare, we provide the training and guidance Scottish businesses need to make this a reality. If you’d like to discuss how we can help build a peer support network for your business, contact us through our contact page or call us on 0141 404 0075.
