Organizational Wellness

6 Powerful Ways to Provide Mental Health Support at Work

Last Updated Feb 21, 2025

Time to read: 10 minutes

As an HR professional, you already know that stress and burnout are important problems. In fact, an overwhelming majority of HR leaders consider this to be their biggest problem, according to a Paychex survey.

But knowing that there’s a problem and knowing how to fix it are two very different things. Offering effective mental health support at work doesn’t stop at offering meditation apps or hosting the occasional wellness workshop. It requires a comprehensive approach that touches every aspect of your organization, from company culture to leadership practices, from daily operations to long-term strategy and more.

If this sounds like something your organization needs, then you’re about to acquire some of the best strategies for fighting stress and burnout at the office.

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Mental Health Struggles: A Widespread Issue

Mental health challenges don’t discriminate. These can affect everyone in your organization, from entry-level employees to C-suite executives. Two-thirds of employees consider their jobs to be a significant source of stress, according to data from OSHA. This means that potentially a majority of your employees are dealing with one or more of the following:

Anxiety: Workplace anxiety can manifest as constant worry about performance, fear of social interactions with colleagues, or panic about deadlines. It can make simple tasks feel overwhelming and collaborating with colleagues can be particularly challenging. This is especially important if you work at a large organization, as companies with 300 or more employees have more than double the rate of work-related anxiety than those with five or fewer employees, according to an article published in the International Journal of Environmental Research and Public Health.
Depression: Over 20 million people in the U.S. suffer from depression, according to the National Institute of Mental Health. This means that it’s very likely that someone in your organization is struggling with this mental problem. This can show up as difficulty concentrating, lack of motivation, or withdrawal from team activities.
Stress: While some stress can be motivating, chronic workplace stress can cause debilitating physical symptoms like headaches and sleep problems. Left unchecked, it can wreak havoc on anyone’s work performance and personal life.
Burnout: This is, unfortunately, one of the most common work-related mental health problems. The average burnout rate is a mind-blowing 40%, according to the 2022 Future Forum Pulse Report. This is the result of long-term, unmanaged stress that manifests as physical and emotional exhaustion, cynicism at work, and feelings of helplessness.

Workplace Factors that Contribute to Stress

Understanding what triggers mental health challenges at work is the first step toward creating effective support systems. Creating a workplace that supports the psychological wellbeing of employees has been shown to be an effective way to reduce burnout, according to a study published in the Health Care Management Review. Keep an eye on the following triggers:

Workload management: Unrealistic deadlines, constantly shifting priorities, and the pressure to be always on can create an unsustainable pace. While every industry has its ebbs and flows, a constant state of chaos can really take a toll on everyone’s mental health.
Work-life wellness: Remote work has blurred the lines between professional and personal life. Many employees now struggle to disconnect, meaning that they might pause their evening TV show to respond to an email or send that proposal they forgot about. This results in longer working hours and makes it difficult to maintain healthy boundaries.
Organizational culture: A toxic workplace culture — whether it manifests as excessive competition or poor communication — can create significant psychological strain. A company that stigmatizes mental health or discourages healthy boundaries can impact its employees’ psychological wellbeing tremendously.
Job security concerns: Worries about layoffs, restructuring, or industry changes can create persistent background anxiety. After all, most Americans agree that money is a significant source of stress and anxiety, according to a PWC survey. Not knowing if you can count on your paycheck into the near future can be nerve-wracking, even for top performers.

The Importance of Mental Health in the Workplace

Poor mental health affects everything from daily productivity to long-term talent retention. Think about it, how could you give your workplace your all when you’re worried about bills, your future, or your relationships? It’s no surprise that emotionally exhausted employees are more than three times more likely to call out from work, according to Frontiers in Public Health research.

That’s why psychological wellbeing and work performance go hand in hand. For example, about one in four employees say that financial stress reduces their workplace productivity, according to a 2024 SoFi survey. Then, it’s no surprise that reducing your employees’ financial concerns can improve both psychological wellbeing and job performance, according to the European Scientific Journal.

It’s always in an organization’s best interest to support its team’s psychological wellbeing, both for ethical and financial reasons.

The Role of HR Leaders

HR leaders are uniquely positioned to champion mental health initiatives and transform a company’s culture from spooky to supportive. One of their main jobs is to be that bridge between employees and management, which makes them important advocates for mental health support.

HR leaders can help by:

Creating and implementing mental health policies and programs
Training managers to recognize and respond to mental health concerns
Providing confidential access to mental health resources
Building an organizational culture where mental health conversations are normalized
Staying on top of workplace factors that may affect mental health

Understanding the Legal Landscape

Providing adequate accommodations for mental health limitations isn’t just the right thing to do — in many cases, it’s also the law. Here are some of the most important legal obligations regarding mental health:

Americans with Disabilities Act(ADA): This law protects mental health conditions that substantially limit major life or work activities. This means that employers must provide reasonable accommodations like flexible schedules, quiet workspaces, or even reduced job duties.
Family and Medical Leave Act(FMLA): This act grants employees with serious mental health conditions up to 12 weeks of unpaid leave.
State-specific requirements: Many states have enacted additional mental health protections beyond those mandated by federal law. For example, the California Mental Health Parity Act requires insurance plans to treat mental health access the same as they do physical health.
Health Insurance Portability and Accountability Act(HIPAA): These regulations require employers to handle employee health information very carefully, including mental health. This means creating secure systems for handling mental health documentation and training staff on confidentiality protocols.

Building a Foundation for Mental Health Support

Unfortunately, there’s no one-quick-fix for mental health problems at the office. The best way to tackle this monumental issue is to slowly cultivate a comprehensive foundation that genuinely supports employee wellbeing at every level. Critical steps you can take include:

Company culture: A supportive company culture is like fertile soil — it provides a safe environment for employees to thrive. This means creating an organization where mental health conversations are as normal as discussing project deadlines. Leaders should model vulnerability and openness, while actively working to eliminate stigma around mental health discussions.
Policies and practices: Your policies should reflect your commitment to mental health support. Implement or strengthen policies like flexible work arrangements that acknowledge different life demands, generous leave policies that recognize the importance of rest and recovery. You also need clear anti-discrimination policies that protect employees dealing with mental health challenges.
Training and education: Knowledge is power in mental health support. Providing regular mental health training sessions can help employees recognize warning signs in themselves and others and intervene before it’s too late. Management training should focus on having supportive conversations and making appropriate accommodations for employees.
Leadership commitment: Employees feel safer seeking help when they see leaders prioritize their mental health. This means executives who openly discuss their own mental health experiences and struggles, managers who encourage taking mental health days, and a consistent message that wellbeing matters more than short-term results.

Ways to Provide Employee Mental Wellbeing Support

Beyond following regulations and transforming your company culture, there are many wellbeing programs that actively contribute to a mentally healthy workforce. Try some (or all!) of the following:

Meditation Programs

Offering a corporate meditation program doesn’t mean turning your office into a full-time zen retreat. Instead, it’s about creating small moments of calm throughout the workday that add up to significant stress reduction. Consider offering meditation app subscriptions for personal practice. But don’t stop there! Integrate brief mindfulness exercises into meeting routines, designate quiet spaces for meditation, and normalize taking mental health breaks.

When mindfulness becomes part of your company’s daily routine, it stops being just another thing on your to-do list and starts changing the very fiber of your company’s culture. Regular practices that can help you cultivate a mindful culture include:

Two-minute breathing exercises at the start of meetings
Weekly guided meditation sessions
Mindful walking breaks
Stress-reduction micro-practices for busy days

Employee Assistance Programs (EAPs)

EAPs provide confidential counseling, referrals, and resources for employees dealing with personal or work-related challenges. If there was a mental health equivalent of a first aid kit, this would be it. When selecting an EAP, look for providers who offer 24/7 access, multiple channels of communication, and extensive crisis support.

Mental Health Benefits

Modern mental health support goes beyond just therapy coverage. Today’s employees expect — and deserve — a comprehensive approach that meets them where they are. This is whether that’s on their couch at home or at the office. Consider offering services like:

Virtual therapy platforms for convenient access
Mental health apps for self-guided support
On-site counseling services
Coverage for alternative treatments like acupuncture or massages
Crisis support hotlines

Stress Management Programs

Help your employees build their stress management toolkit through programs and resources that fit naturally into their workday, such as:

Regular workshops on stress reduction techniques
Access to stress management apps and resources
Training on time management techniques and prioritization
Regular breaks and quiet hours for focused work
Outdoor meetings or stretch breaks

Work-Life Wellness Programs

Finding the right balance between your work and personal lives can feel like juggling 20 balls at a time. Work-life wellness programs can help employees set healthy boundaries and maintain sustainable work habits.

As an HR leader, you can start by establishing clear expectations about after-hours communication and meeting schedules. Then, build out your support system with flexible scheduling options, virtual wellness resources, and regular reminders to actually use that vacation time that’s collecting dust in the HR system.

Peer Support Programs

Sometimes, your best support comes from those who truly get it: your colleagues. Create a network of peer supporters who can provide a listening ear and connect employees with the appropriate resources. Think of them as mental health first responders, equipped to offer the first line of support and guide people to the appropriate resources.

These networks might include:

Trained wellness champions in each department
Employee-led support groups
Mentorship programs focused on wellbeing
Regular check-in buddy systems

Transform Your Workplace’s Mental Wellbieng Through Comprehensive Wellbeing

Supporting employee mental health is one of the most important challenges facing any organization today. From reducing burnout to improving productivity, the benefits of a mentally healthy workplace go far beyond individual wellbeing. A company with a mentally thriving workforce is a creative, productive, and energized company.

Incorporating a comprehensive employee wellbeing program can provide the foundation and structure needed for effective mental wellness support. As revealed in Wellhub’s State of Work-Life Wellness 2024 report, 17% of employees don’t feel psychologically safe at work.

By integrating physical and emotional health initiatives, you create a holistic approach that addresses the root causes of employee mental wellbeing struggles. When employees feel like their employer is invested in their psychological wellness, they’re better able to handle workplace challenges and contribute their best work.

Wellhub can help you create a workplace where mental support is a fundamental part of your wellness programs. Speak with a Wellhub Wellbeing Specialist today to see how we can help you build a program that nurtures both the mental and physical wellbeing of your workforce.

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[*] Based on proprietary research comparing healthcare costs of active Wellhub users to non-users.