From longer work hours to increasing demands at home, employees today face persistent, often invisible stressors that affect both their well-being and performance. These challenges have made it more important than ever to build a workplace culture that prioritizes mental health.
According to the American Psychological Association’s Work and Well-being Survey, nearly 80% of respondents reported work-related stress within the past month. And the World Health Organization (WHO) estimates that depression and anxiety disorders cost the global economy approximately $1 trillion in lost productivity every year. That staggering number highlights a hard truth: employee mental health and productivity are deeply connected.
How to Prioritize Mental Health at Work
If you’re wondering how to prioritize mental health at work, the answer lies in intentional strategies that support people on a human level—through compassionate leadership, inclusive policies, ongoing training, and access to mental health resources. Here’s where to start:
1. Equip Managers with Leadership Development Tools
Managers are the first point of contact for most employees, making them critical players in supporting mental health at work. However, many are unsure how to talk about mental health at work due to concerns about privacy or saying the wrong thing.
Investing in mental health at work training can make a big difference. Train managers in active listening, emotional intelligence, and coaching techniques so they can create safe spaces for conversation. This is a core part of any leadership development framework—knowing how to lead with empathy and create team environments where people feel supported.
As SHRM recommends, managers can:
- Encourage participation in wellness activities like yoga or meditation
- Promote regular breaks throughout the day
- Support the use of employee mental health days when needed
2. Implement a Strong Employee Mental Health Program
Mental health initiatives are most effective when they’re consistent and policy-backed. An employee mental health program might include:
- Access to counseling or employee assistance programs (EAPs)
- Clear guidelines for taking mental health days
- Mental health awareness campaigns
- Scheduled mindfulness or de-stress sessions
These programs not only promote well-being, but also contribute to lower turnover, stronger morale, and better performance overall.
3. Promote the Use of Employee Mental Health Days
Science backs the benefits of taking time off to recharge mentally. Encouraging employees to use mental health days signals that your organization truly values work-life balance and emotional well-being.
Tracking how often mental health days are taken can also be a helpful metric—it provides insight into overall stress levels across the organization and helps shape your mental health support strategy.
4. Develop Mental Health-Inclusive Policies
Inclusive, supportive policies are a cornerstone of a healthy work environment. These might include:
- Anti-bullying and anti-harassment policies
- Inclusive language guidelines
- Clear consequences for discrimination
- Flexible work arrangements
Such policies show that mental health isn’t just acknowledged—it’s protected.
5. Create a Culture of Openness and Support
Imagine an employee who feels safe discussing their mental health challenges at home but not at work. If your workplace avoids the topic altogether—or worse, treats it negatively—it adds pressure and alienation.
Breaking the stigma starts with education and open dialogue. Hosting events, sharing stories, or simply encouraging respectful conversations can make employees feel seen and supported.
6. Offer Targeted Training on Stress Management and Soft Skills
Mental health at work training should be available to everyone—not just managers. Teaching employees how to manage stress, recognize early signs of burnout, and practice mindfulness can empower them to maintain their own well-being.
Some impactful activities for leadership development and mental health awareness include:
- Microlearning videos on resilience and emotional intelligence
- Guided meditations
- Reflective journaling prompts or group discussions
These trainings help employees gain skills that go far beyond the workplace. And when woven into your overall learning strategy, they foster a culture of care and continuous growth.
Mental Health at Work Is No Longer Optional
When you invest in the emotional well-being of your people, you’re not just helping them—you’re also strengthening your business. Supporting mental health builds loyalty, improves performance, and promotes a healthier, more inclusive culture.
Whether you’re designing an employee mental health program, training managers to better support their teams, or creating space for conversations, you’re taking steps that matter—for your people and your organization.
