MENTAL HEALTH AT WORK: THE CRISIS YOU CAN’T AFFORD TO IGNORE

More than ever before, mental health is impacting the workplace.

Several factors are at play for this: economic uncertainty, personal finance worries, increasing demands for productivity, a new generation entering the workplace, and companies failing to prioritize work-life balance for their employees.

Overall, mental health is a frequent topic for discussion, but not one that many take action to address. Bringing the topic a little closer to home, have you ever wondered how pervasive it is in your workplace? Are you prepared to appropriately handle mental health issues that may arise with your employees?

The Scope of Mental Health at Work

If you think back on your own professional experience, it may not be hard to find at least a few examples of mental health struggles impacting individuals’ work. When we look at the national stage, the incidence of mental health challenges in the workplace may be larger than you think.

In 2024, the Department of Health and Human Services found 76% of employees reporting at least one symptom of a mental health condition. Of these, 84% said workplace conditions contributed to their mental health challenges, while another 81% indicated that they will be looking for workplaces that better support mental health.

Even more concerning is the fact that these issues could be present in your company without you being aware of it. 8 out of 10 employees have reported that negative stigma and shame around mental health have prevented them from bringing their struggles to HR. Beyond the stigma of mental health, a workplace culture that emphasizes productivity more than employee well-being could lead to fewer employees coming forward as well.

While much has been done to improve employees’ physical safety at work, not much has been done to improve employees’ mental wellness. Many companies do not even make mental wellness a topic of conversation or provide any kind of resources for it.   Yet, mental health issues can be just as debilitating as physical injuries and can be just as costly in terms of lost productivity and heightened risk exposure for an organization.

So, the question becomes, how do we prepare for this?

Addressing Mental Health at Work

Step One: Focus on Culture

Be honest with yourself: does your workplace help support mental wellness? The answer should come from your personal reflection and reflection with employees. Even if you feel like you are doing enough, your employees may feel differently.

Some good questions to circulate include:

• Have you created an environment where work-life balance is embraced?
• Do employees feel comfortable expressing concerns about their mental well-being?
• Has your leadership team demonstrated an understanding of, and the value in, the mental wellness of its employees?

Once this has been achieved, employees will begin to feel less anxiety, fear, and shame in coming forward.

Step Two: When Employees Come Forward, Listen

When employees do come forward, we need to listen. And actually listen. The workplace is where employees spend most of their week, and sometimes they may just need someone to talk to. Being proactive in expressing empathy and understanding can go a long way in trying to avoid a situation where you are put on notice of a potentially bigger issue going on – an issue that could trigger protections provided under FMLA or the ADA.

We often hear of workplace injuries that result in workers’ compensation claims being filed. But did you know that mental wellness concerns can also give rise to workers’ compensation claims? While a gradual accumulation of stress from work is generally not covered under the law, under NRS 616C, if an employee can prove that the primary cause of their injury arose out of a distinct, verifiable event during the course of his or her employment, the employer may be held liable.

With mental health, checking in regularly with employees individually, as well as a group, can be a small step that can actually have a huge impact on preventing big breakdowns.

Step Three: Invest in Mental Health Resources

Workplaces benefit from mental health resources. Employee Assistance Programs (EAPs) provide confidential counseling services to employees who may be facing workplace or personal challenges. These programs can help employees manage stress and help them navigate the challenges of balancing work and life.

Another option is to create a list of mental health providers that specialize in certain areas that employees can be referred to if necessary. This shows you are proactive in providing resources to meet employees’ needs, and it could go a long way in mitigating the development of more serious issues down the line.

Providing mental health care resources is sometimes only half the solution; the other half is educating employees on how to act on this resource. Too often, there are misconceptions about the cost to the employee or the level of confidentiality they provide. Don’t let a good resource go to waste. Focus on both of these aspects when presenting this option to employees.

Conclusion

As HR professionals, we need to have our finger on the pulse of what is going on with our employees, including the mental health of workers. We need to communicate with them often and check in with them regularly. There are many stressors in life, both personally and professionally, that can have a direct impact on our mental health. Being a valuable resource and helping employees work through challenges can go a long way in maintaining a healthy and productive workforce.

By: Brian Lahargoue, Esq.

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