Five reasons why mental health in the workplace matters

Across industries, employees are reporting higher levels of stress and burnout than ever before  

Remote and hybrid working have blurred the boundaries between home and office life. The ‘always-on’ digital culture makes it harder to switch off. And with economic uncertainty adding further strain, many workers are feeling stretched thin. 

And the numbers are stark.  

Globally, 1 in 4 to 1 in 6 people experience mental health issues annually.  

The World Health Organisation (WHO) estimates that 12 billion workdays are lost annually to depression and anxiety worldwide, costing US$1 trillion in lost productivity. 

In other words, when employees struggle, businesses struggle too. 

In this article, Dom Bruno, head of learning and development at MHA, explores five reasons why supporting employee mental health isn’t optional – and how employers can break the stigma, foster openness and make wellbeing part of everyday workplace culture.

When people feel mentally well, they bring their best selves to work – focused, motivated and energised.  

On the flip side, stress, anxiety and burnout don’t just affect the individual, they ripple out across the business. Concentration slips, errors creep in, deadlines are missed, and morale takes a hit.  

Highly stressed employees are up to 11 times more likely to commit errors, miss deadlines or compromise quality than their less-stressed counterparts.  

That’s why investing in mental wellbeing isn’t simply the right thing to do, it’s one of the most powerful levers for driving productivity and business results.  

Mental health challenges are among the biggest drivers of sick days and staff turnover.  

Last year in Britain, workers took a record 20.5 million days off work due to mental health reasons – that’s 13.7% of all sick days taken. 

That comes with a high price tag: lost productivity, recruitment costs and the time and resources it takes to train new hires.  

By prioritising mental wellbeing, businesses can reduce absenteeism, improve retention and save significant costs in the long run.

Workplaces that prioritise mental health see higher job satisfaction, better morale and stronger loyalty.  

Engagement isn’t just about ‘feeling good’.  

Engaged employees are more innovative, more collaborative and more willing to go the extra mile. 

A workplace that openly champions mental health creates an environment where people feel safe, respected and able to be themselves. This builds trust and strengthens teamwork.  

It also sends a powerful signal to potential hires. 

In a competitive market, the best talent wants to join organisations where wellbeing is more than a buzzword. A culture of care becomes a magnet for top candidates, giving businesses an edge over competitors. 

Yes, employers have a legal duty of care to provide safe, healthy workplaces, and that includes psychological safety. 

In many countries, mental health in the workplace is backed by law, with growing regulations around stress, wellbeing and equality. Failing to act risks more than reputational damage – it could mean legal consequences.  

But doing the right thing goes beyond compliance.  

Creating workplaces that protect and promote mental wellbeing is simply part of being a responsible, ethical employer.

But healthy workplaces don’t happen by accident.  

They’re designed with care. 

So, what can employers do?  

Build a culture of openness: Make it safe for employees to talk about their mental health without fear of stigma or judgement.  

Leaders can set the example by taking the lead on normalising these conversations and listening actively to employee concerns.  

Train your managers: Equip them to spot signs of stress, start supportive conversations and signpost to resources. 

Offer flexibility: Remote or hybrid working, adjusted hours or workload management can make a huge difference, giving employees control over their schedules.  

Promote a culture where taking lunch breaks and logging off on time is respected – and encouraged.  

Taking mental health days or holidays has been shown to prevent burnout and boost productivity upon returning. 

Provide resources: Employee assistance programmes, access to counselling, peer support groups and wellbeing initiatives matter. In fact, for younger generations entering the workforce, the absence of these resources are becoming deal-breakers. 

The bottom line 

Mental health at work isn’t an add-on or a perk. It’s central to both employee wellbeing and long-term business success.