With World Mental Health Day fast approaching, there’s no better time to reflect on the state of mental health in the workplace. As awareness grows, so does the need for balanced, practical approaches to managing mental health, both individually and collectively. While some suggest that the responsibility for mental health falls squarely on the individual, others highlight the significant role work environments can play in exacerbating or alleviating stress. But the reality is: both individuals and organisations have a role to play.
Balancing Responsibility: The Employee and the Employer
In recent discussions, there’s been a noticeable push from employers to encourage employees to take more ownership of their mental well-being. But it’s important to recognise that work environments can still have a profound impact on mental health. Research shows that toxic behaviours in the workplace significantly increase the risk of burnout and disengagement (McKinsey & Company) (McKinsey & Company). Yet, employers may often feel that they’ve done enough by providing access to mental health resources, overlooking the importance of creating supportive environments (McKinsey & Company).
On the other hand, personal responsibility is crucial. Stress, burnout, and even mental health conditions like depression don’t appear overnight, and many of us may overlook early signs. A proactive approach, where employees recognise and manage their stress while also feeling empowered to seek help, can make all the difference.
The Small Things You Can Do for Yourself
- Recognise Early Signs of Stress
Not every bad day is a sign of deeper issues, but it’s important to understand the difference between having a tough day and spiralling into something more serious, like chronic stress or depression. Take time to reflect on your emotional and physical health regularly. - Set Boundaries
One key cause of workplace stress is the blurring of boundaries, particularly in today’s remote and hybrid work environments. Set clear boundaries for yourself, whether it’s managing work hours or not checking emails after a certain time. Small acts of self discipline can reduce the risk of burnout. - Take Breaks and Practise Mindfulness
Frequent, small breaks help alleviate the cognitive load of working continuously. Practising mindfulness or simply stepping outside for fresh air can have lasting benefits on your mental clarity and mood. Tools like mindfulness apps or short meditation sessions can help you reset during the day (JPMorganChase).
The Small Things You Can Do for Others
- Be Observant and Empathetic
Workplace stress isn’t always visible. Being observant of your colleagues’ behaviour and offering a listening ear can make a big difference. In environments where mental health is openly discussed, employees are more likely to seek help or support. - Encourage Communication
Sometimes, all it takes is one conversation to prompt someone to seek help. Encourage your peers to voice concerns about their workload or workplace environment. If someone shares their struggles, guide them towards the appropriate resources like HR or mental health professionals (McKinsey & Company). - Avoid Toxic Behaviours
Negative workplace behaviours—whether gossip, microaggressions, or unreasonable competition—contribute heavily to stress and burnout. Make conscious efforts to maintain positivity and avoid contributing to a toxic environment (McKinsey & Company).
How Employers Can Support Mental Health
- Foster Open Communication
Organisations need to create safe spaces where employees feel comfortable discussing mental health without stigma. Research shows that employees are more likely to struggle in environments where they feel unsupported (American Psychological Association). Offering regular check-ins, training managers to recognise distress, and providing confidential outlets like Employee Assistance Programmes (EAPs) can improve outcomes (JPMorganChase). - Invest in Mental Health Resources
Many employers offer counselling services, but access can be an issue. Employers should
ensure that resources are easy to use, well-communicated, and culturally relevant.
Personalisation, such as tailored mental health plans, can also help employees address
specific stressors (McKinsey & Company) (JPMorganChase).
Prioritising mental health in the workplace isn’t just about access to resources—it’s about creating an environment where individuals feel safe, supported, and empowered to manage their well-being. Both employees and employers have a role to play, and by taking small but significant steps, we can cultivate healthier, more resilient work environments.
Mental health is everyone’s business, and there’s no better time to start prioritising it than now.
Learn more about our Employee Assistance Programme (EAP)
The primary goal of an Employee Assistance Programme (EAP) is to maintain and improve the mental health of employees so they can consistently contribute to the growth of the company. EAPs provide support to employees for a multitude of scenarios.