Legal & General (L&G) is a leading financial services group and major global investor, one of the UK’s foremost providers of life insurance, pensions, retirement solutions, and investment management. With over 10,000 employees, the company is committed to building a culture that prioritises wellbeing, inclusion, and psychological safety across its workforce.
As part of their holistic wellbeing strategy, L&G has established a strong and growing network of MHFAiders®, trained by MHFA England. Even though they have had trained Mental Health First Aiders for nearly a decade, they began working with MHFA England just before lockdown. L&G currently maintains a ratio of approximately one MHFAider for every 100 employees – the same ratio used for their physical first aiders and fire wardens. In total they have about 140 MHFAiders across the UK. This commitment places mental health on equal footing with physical health and safety, and ensures that employees have timely and visible access to peer support.
Mikahla Chapman is a Wellbeing and Inclusion Partner at L&G. Based in London and part of the Group HR team, she plays a central role in shaping and delivering the firm’s wellbeing strategy. Mikahla’s career has been rooted in diversity, equity, and inclusion, with a particular passion for mental health emerging during a graduate scheme placement. Prior to joining L&G in 2023 she has held various roles that straddle inclusion, wellbeing, and employee engagement – including international wellbeing lead at a global law firm.
The MHFAider programme at L&G: Recruitment and training
L&G’s MHFAiders are volunteers who express interest through an internal sign-up page. The demand is consistently high, with waitlists for training, which speaks to the level of interest and commitment from employees. The organisation runs around two new training cohorts per year, alongside refresher courses every three years to ensure continued confidence and competence in the role.
All MHFAider training is delivered exclusively by MHFA England – with Mikahla saying, “the quality and consistency of MHFA England’s training continues to be a key reason for maintaining our relationship with MHFA England.”
Standard of care
The original ratio of one MHFAider per 100 employees was set when the programme was first introduced and continues to guide current practice. This ratio aligns mental health provision with other safety roles in the business and ensures even coverage across departments and offices. The approach is not static – L&G is open to reviewing and adjusting the ratio to meet evolving workforce needs.
Structured Support for MHFAiders
Recognising that the MHFAider role can be emotionally demanding, L&G has taken deliberate steps to create a community of care around them.
Key initiatives include:
- MHFAider ‘Town Halls’: Held approximately every six months, these virtual gatherings provide a space to check in, share experiences, and hear from guest speakers – often from health and benefits providers – on key topics like navigating triage processes or mental health resources
- Site sponsors: Each UK office has a dedicated MHFAider sponsor who acts as a regional point of contact, shares updates, and feeds local insights into a national strategy
- Agile response to trends: The team is responsive to feedback from MHFAiders. For example, when neurodiversity support needs were raised – especially during organisational change – this was added to future town hall agendas to explore tailored training or resource improvements
- Surveys and feedback: A recent internal survey captured how often MHFAiders are approached, what challenges they support, and whether they apply their training outside of work. This insight is helping shape future planning and identify opportunities for development
Recognition and visibility
L&G has embedded meaningful recognition into everyday culture:
- Digital thank yous: MHFAiders are frequently recognised via the internal e-card platform, offering personal notes of thanks from colleagues and managers
- Storytelling: The internal intranet often features personal wellbeing stories and MHFAider spotlights, showcasing lived experiences and championing the difference MHFAiders make
- Wellbeing expo events: These in-person events bring MHFAiders together with other internal support services to engage with employees and raise awareness of their role—helping them feel valued and visible across the business
Embedding wellbeing in organisational DNA
The MHFAider programme at L&G is more than a standalone initiative – it’s an embedded part of a wider strategy that treats mental health as integral to a thriving workplace. The organisation’s approach is proactive, inclusive, and underpinned by community.
As Mikahla puts it: “The work hasn’t stopped and won’t stop. If anything, we’re doubling down on inclusion and wellbeing, because we believe it’s fundamental to our people and to our business.”
L&G’s model shows that with the right infrastructure – voluntary engagement, formal training, ongoing support, and recognition – mental health peer support can be both sustainable and transformative.
