Employee well-being isn’t just a personal issue—it’s a business priority. As more employers recognize the link between mental health and organizational performance, mental health support is no longer optional. It’s essential.
In 2025, stress, burnout, and anxiety continue to rise across industries. Yet too few companies are doing enough to create psychologically healthy workplaces. Employees are seeking out organizations that do. Whether you’re trying to reduce absenteeism, improve retention, or support your team through change, putting mental health at the center of your people strategy can be a game-changer.
Mental health challenges are widespread. According to the World Health Organization, approximately 25% of working adults are now living with a diagnosable mental health condition, a number that continues to grow post-pandemic.
And it’s not just clinical diagnoses. A 2023 SelectSoftware Reviews study revealed that:
23% of U.S. office workers report high stress on the job
39% experience moderate stress levels
Deadlines, lack of autonomy, and heavy workloads are top stressors
The result? Lower engagement, higher absenteeism, and ultimately, more turnover.
Failing to address mental health has a cost. Not just in morale but in measurable business outcomes:
Presenteeism and absenteeism increase, leading to productivity losses
Turnover rises, especially among top performers who want to feel valued
Healthcare costs can spike as stress-related conditions worsen
Companies that do prioritize mental well-being are seeing the payoff. Mental health benefits are becoming a core part of recruitment and retention strategies. For companies competing for talent, especially in labor-constrained sectors like homecare, offering real support can set you apart.
Several global brands are rethinking how they support employee mental health, and they’re doing more than just offering an EAP.
Unilever has trained more than 4,000 “mental health champions” to identify and assist struggling colleagues
Samsung offers employees access to mental health services during the workday, with meditation and mindfulness sessions built into their routines
Johnson & Johnson continues to invest in proactive wellness programs as part of its global workforce strategy
These companies treat mental wellness not as a perk, but as a critical business priority.
You don’t need a global HR team to start improving employee mental health. Here’s what businesses of any size can implement now:
About 25% of employees don’t even know what mental health resources are available to them. Make it easy to find, understand, and access care. Consider adding clear summaries to your employee portal or onboarding materials.
Explore how our Benefits Administration tools can help you streamline and communicate your offerings more effectively.
Make space for open, stigma-free conversations. Normalize mental health check-ins during 1:1s. Train managers to recognize signs of stress, not just performance gaps.
Creating a truly supportive environment means helping employees see mental wellness as something everyone actively works on, not just something to deal with when a crisis hits. As Stanford researcher Leah Weiss has emphasized in her work, mental health isn’t a binary state. It’s a lifelong process, and struggling with it doesn’t make someone different, it makes them human. Companies that treat mental health as part of overall well-being, rather than a private issue, empower employees to speak up and get help when they need it.
Flexible schedules and hybrid work policies don’t just boost satisfaction, they help prevent burnout. Where possible, give employees autonomy over when and how they work.
If senior leaders openly prioritize mental health by taking mental health days, using therapy benefits, or even talking about their own challenges, it sends a powerful message.
Mental health care isn’t just a benefit, it’s a retention tool. The next generation of workers is prioritizing it more than ever. In a McKinsey Health Institute survey, 59% of Gen Z employees said mental health is a top factor when choosing an employer.
If you’re not making mental health part of your long-term people strategy, you risk losing out.
Related Reading: 30+ Creative Benefit Ideas to Help You Stand Out
When employees feel mentally well, they do better work. It’s that simple. High-performing companies recognize that investing in mental health is not only the right thing to do. It drives results.
Supporting mental health at work doesn’t require a complete overhaul. But it does require commitment, intentionality, and the right tools.
©2025 - Content on this blog is intended to provide helpful, general information. Because laws and regulations evolve, please consult an HR professional or legal expert for guidance specific to your situation.