A proactive, strategic approach to improving officer wellness

The profession is telling us wellness is a real operational issue. In Police1’s 2024 “What Cops Want” research, 83% of officers said their mental health affects their work, with substantial numbers reporting sleep disruption, depression, anxiety, and, for a smaller but critical subset, suicidal thoughts tied to work stress.¹ That’s a readiness problem, a retention problem, and a safety problem for officers and communities.

Plenty of chiefs and sheriffs have stepped up and said that mental health matters, and taking care of yourself isn’t a weakness. Routine, preventative visits are one of the few agency-level tools that directly address it. Departments have added peer support teams, brought in therapists who actually understand police work, or built out wellness programs. Lawmakers have backed it up with new funding and policies, and some states even require regular mental health checks every few years to stay employed.

But even with all that, most officers still see a mental health check as a sign you’re in trouble (or you will be if you share openly about what’s on your mind).

And if we’re being honest, there’s a reason for that.

 

When a check-in feels like a test-out

Officers have a valid reason to be cautious about mental health checks. In many departments, they only happen after a complaint or an officer-involved shooting (OIS). That timing sends a clear message: you’re being evaluated because you might be a liability.

Departments may call these visits routine, but the pattern says otherwise. The process itself feels like a test with consequences. A “wrong” answer could lead to changes in duty status, firearms access, or the security of their job. Many officers have seen what happens when someone speaks openly—it doesn’t always lead to support.

As a result, most keep it surface-level. They avoid bringing up sleep issues or anything that might trigger follow-up. It’s a way to stay safe.

To change that, agencies need to rethink when and where checks happen, how they’re framed, what they’re for, and how they’re handled.

 

Take the guesswork out of it

The more consistent the process, the less officers have to wonder about what a mental health check means. When it’s scheduled like firearm qualifications or annual refreshers, it becomes part of the job and something that everyone does.

When everyone goes, there’s no side-eye in the hallway. It’s no different than walking into the training room for use-of-force updates. You’re not singled out, and you’re not guessing why your name’s on the list.  If everyone is doing it, cops who still feel uncomfortable can shrug it off as mandatory, while they work on how to be proud of taking care of themselves. And research shows the majority would welcome the support: “…while only 34% of officers were explicitly aware that their department provided services to alleviate stress or mental health issues, and 38% of officers were unsure of exactly what those services were, over 60% of officers were willing to participate in an annual mental health checkup or mental health class.”2

Officers also need to know what the check is, what it isn’t, who has access to anything that’s said, and what will happen if they talk about things—such as not sleeping well, or drinking more than usual. The provider is crucial too. Vet several and let them choose who they vibe with. It can’t be an off-the-shelf therapist; they need to understand the nuances of the job and how police officers communicate. It doesn’t need to be a retired cop turned social worker (but that sure doesn’t hurt).

It’ll take a few early adopters to prove it out, and leadership needs to sit for the same visit, on the same schedule. Keep it routine maintenance for all, not a box to check for some.

 

Bring it into training

Consider putting the mental health checks where other routine work happens—the training room. When it’s on the schedule alongside weapon proficiency and de-escalation training on the simulator, the signal for what it stands for changes. Same room, same expectations.

If the simulator room is the place you’re willing to talk about how your arthritis is flaring up because of the weather, why not make it the place to talk about how you don’t feel great about something you saw yesterday? This is part of how we shift it from a one-off with the therapist to the equivalent of an oil change on the patrol car. Get it done on schedule before the engine blows up.

Keep the setup simple and consistent:

Cadence: a short, scheduled check during training blocks on a predictable interval.

Privacy: attendance-only confirmation back to leadership; no session notes to supervisors.

Fit: vetted providers who understand police work and the difference between venting and a true safety concern.

Purpose: a clear, printed statement—this is preventive care and resource mapping, not an evaluation.

Follow-through: direct handoffs to peer support or outside care when an officer asks for it, no chain-of-command detours.

This proactive, strategic approach can go a long way in lowering the temperature of a mental health check. Officers walk into a familiar space to work on a familiar goal: readiness. Talking about stress, sleep, and focus becomes another station on the training circuit. Over time, that geography can help transform the cultural work in ways that policy can’t do on its own. It may even improve the way we train.

A version of this article was published in American Police Beat. 

VerPlanck, J. (2025, November 25). Mental health checks … in the training room? A proactive, strategic approach to improving officer wellness. American Police Beat. https://apbweb.com/2025/11/mental-health-checks-in-the-training-room/

Sources:

1. Police1. (n.d.). What cops want. Police1. https://www.police1.com/what-cops-want
2. Padilla, K.E. A Descriptive Study of Police Officer Access to Mental Health Services. J Police Crim Psych 38, 607–613 (2023). https://doi.org/10.1007/s11896-023-09582-6