Men are 24% less likely than women to have seen a doctor in the past year¹, and they’re also more likely to skip preventive care, avoid mental health support, and engage in behaviors that put their health at risk.² The result? Men die about five years sooner than women, live with more years of poor health, and have higher suicide rates.³

Like women, men have unique physical and mental health needs that deserve attention and support. The key is meeting them where they are, making health care convenient and accessible, and addressing the cultural barriers that keep them from getting the care they need.

What’s behind men’s health care reluctance?

Men’s reluctance to seek health care isn’t just stubbornness—it’s deeply rooted in cultural and social factors:

• The “tough it out” mentality: From childhood, many men are taught to push through pain and keep a stiff upper lip. A young boy falls down and scrapes his knee, and his Dad tells him to “just wipe it off” and everything is “okay.”
• Fear of appearing weak: Especially when it comes to mental health, men worry about being perceived as too vulnerable. Many men struggle in silence out of fear of disappointing those around them and not living up to the standards of what it means to be a man.
• Inconvenience factor: Health care can be embarrassing, uncomfortable, and time-consuming.
• Avoidance of hard truths: Nobody wants to hear they need to lose weight or change their lifestyle.

The result? Many men keep kicking the health can down the road, hoping nothing major will stop them in their tracks and rob them of precious moments with family and friends.

How organizations can support men’s health.

Here are some key areas of men’s health where workplaces can make a real impact and tips to make it easy—because that’s half the battle!

Preventive care and screenings.

It’s important for men to receive annual preventive care visits to catch issues like heart disease early. They should also receive age-appropriate screenings for cancer (prostate, colon, skin, lung), high blood pressure, cholesterol, and Type 2 diabetes.

Pro-tips:

• Partner with your well-being program to offer on-site preventive screenings and health assessments.
• Work with your health plan to promote convenient telehealth preventive care options.
• Here’s a game-changer: encourage men to schedule preventive care visits at the same time as their partners. After all, preventive care benefits the whole family, not just the individual.

Family-building benefits.

Family-building support isn’t just for women. About 40-50% of infertility cases involve male factors,⁴ so male fertility support is important, too. Men and families also benefit tremendously from paid parental leave to allow for bonding time with new children. Flexible work arrangements, like remote work, alternate hours, and shortened workweeks help men balance caregiving responsibilities.

Pro-tips:

• Collect testimonials from dads who’ve used parental leave to reduce stigma and encourage uptake.
• Highlight family-building benefits during recruiting, new hire orientation, and annual benefits enrollment.

Mental health support.

Men are significantly less likely to report mental health conditions or seek help. Launch a mental health awareness campaign that uses humor and themes of strength to counteract negative perceptions. Promote your Employee Assistance Program’s (EAP) free counseling sessions, and check to make sure the EAP offers male mental health providers. Offer manager training to help them spot concerns among male employees and teach skills for having a conversation about mental health. Form a men’s health Employee Resource Group (ERG) and offer stress management and resilience training classes. You can explore additional mental health resources in our workplace mental health resource center.

Pro-tips:

• Use QR codes as a discreet way to direct men to mental health resources.
• Appoint male mental health ambassadors, including an executive, to serve as role models.
• Distribute fact sheets that describe where to go for help.

Social connections:

Research shows men don’t turn to their networks enough for social connection or emotional support.⁵ You can help bridge this gap by offering peer support networks and one-to-one mentorship programs; leveraging workplace wellness champion networks to get men talking to one another; holding information sessions on topics that interest men; hosting informal gatherings during lunch or after work; and sponsoring men’s fitness clubs, walking groups, or sports teams. 

Pro-tip:

• Ask senior male leaders to model and encourage social connections on their teams.

Midlife health support.

Men experience midlife health and hormone changes just like women do, but it tends to get less attention. Researchers have found links between low testosterone and conditions like obesity, diabetes, and high blood pressure.⁶ Work with health plans to ensure adequate coverage for men’s midlife health issues. Promote lifestyle coaching benefits through your well-being program. Encourage regular exercise, good nutrition, and quality sleep. Offer caregiving support for the sandwich generation.

Pro-tip:

• Raise awareness of men’s unique midlife health needs through ERGs and awareness campaigns.

The bottom line for employers: Why investing in men’s health matters.

Investing in men’s health in the workplace isn’t just the right thing to do—it’s a smart business decision. Aside from lower health care costs, better men’s health outcomes can translate to increased engagement, lower absenteeism, greater productivity and less turnover.

The men in your organization—and their families—will thank you for taking that extra step to ensure they have the support they need to live healthier, longer lives.

Are you ready to take the next step on men’s health? WebMD Health Services is here to support you. We can help you focus on men’s (and women’s!) health, tailor the program based on your population’s specific needs, and devise a well-being strategy that shows you care about men across every facet of their lives. Contact us for more information.

Employees across all industries are experiencing work-related mental health concerns.

While it’s true that things like family and relationships, financial worries, and physical health issues can have a major impact on our mental health, work continues to play a big role in our day-to-day stress and emotional well-being. In fact:

• The American Psychological Association found in 2023 that “workplace stress… remains at a concerning level, with 77% of workers having reported experiencing work-related stress in the last month.”

• The Society for Human Resources’ Employee Mental Health in 2024 Research Series found 45% of workers feel “emotionally drained” from their work, and 51% feel “used up” at the end of the workday. 

• The connection between work and mental health is so important that former U.S. Surgeon General published a Framework for Workplace Mental Health and Well-Being, outlining ways organizations can enable workers to thrive at work and at home.

Burnout rates are troubling across the globe.

While burnout is a distinct concept, research from WebMD Health Service’s Center for Research shows that burnout is closely linked with mental health. The current burnout rates both in the U.S. and abroad are startling. A study by McKinsey finds that 19-38% of workers from 14 different countries report burnout symptoms “sometimes, often or always.” WebMD Health Service’s 2024 Workplace and Employee Survey found one-third of employees are experiencing persistent burnout, and that employee perceptions of burnout increased over 25% from 2022 to 2024. Here’s what we found across different sectors of the workplace:

• Service-oriented sectors (education, government/public administration, healthcare and hospitality) reported low well-being scores across all measured dimensions (physical, work, social, mental health and financial).
• The burnout rate for business and professional services was 22% higher than hospitality, the sector that experienced the lowest burnout rate.
• When it comes to employee experience (including factors such as role clarity, autonomy, manager support, engagement and organizational care), which can influence engagement and mental health, service-oriented sectors typically reported lower ratings, while construction and business professional services reported the highest ratings across each dimension of employee experience.

State of employee mental health by industry.

Let’s take a closer look at mental health statistics in five different industries:

Oil and gas.

Workers in the oil and gas industry are under immense pressure to avoid mistakes that could result in loss of life and environmental destruction.¹ Jobs are highly physical, with long hours and difficult schedules in remote, isolated locations. Workers often struggle to get quality sleep and keep up a healthy diet. Moreover, with two-week shifts they’re away from the support of friends and family for extended periods of time.

Research has shown that workers in the oil and gas industry tend to experience a heightened level of psychological distress. Specifically, workers report anxiety and depression more frequently than the general population.²

In addition:

• The Centers for Disease Control (CDC) reports that the extraction industry (oil, gas, minerals) is among the major occupation groups with the highest suicide rates: two times higher than the national rate for males and three times higher for females.³
• The CDC also finds workers in the construction and extraction occupation group had the highest drug overdose death rates (162.6 deaths per 100,000 workers).⁴
• 19% of oil and gas workers experience psychological disorders.⁵
• Occupational stressors in the oil and gas industry have a negative effect on safety, and mental health and fatigue are risk factors for workers.⁶
• Just 50% of oil and gas workers say empathy is a core part of their organization’s workplace culture.⁷
• Oil and gas workers are clamoring for increased flexibility in scheduling in order to meet the demands of work and life. But just 50-60% of employees in the industry say their leader is supportive when they need to change their work schedule.⁸

Technology.

The technology industry is known for its pressure-cooker environment. Employees work long hours, laser-focused on the next big breakthrough, and overwork is seen as a measure of dedication. The rapid pace of technological change (AI, for example) also means workers are under constant pressure to stay current and adaptable.

Recent developments are adding to mental health concerns. CIO Magazine reports that “the industry has seen mass layoffs amid growing demand to keep pace with constantly evolving technology. These factors are combining to create a state of exhaustion among IT workers, engineers, and cybersecurity pros.”⁹

In 2022, The Burnout Index surveyed 32,644 tech professionals across 33 countries and found:   

• 62% of tech professionals feel physically and emotionally drained due to the demands of their job.   
• 69% of women and 56% of men feel run down and drained of physical and emotional energy after a workday.  
• 2 in 5 of the workers surveyed show a high risk of burnout with 42% of these considering quitting their role in the next 6 months.  

Those in management roles are also feeling the pressure. According to a 2023 Mental Health in Tech Report, a “growing number of individuals in managerial roles within the tech industry are experiencing heightened levels of depression and anxiety.” The report also notes that 55% of respondents “admit to escalating controlled substance usage as a response to stress induced by the fear of potential job cuts.” 

Health care and health systems.

Perhaps more than any other industry, health care workers have experienced unprecedented stress and impacts to their mental health over the last five years. The COVID-19 pandemic ushered in longer working hours and an increased patient volume, leading to burnout and high rates of turnover in all aspects of health care. Amidst staffing shortages, these essential workers often faced anger and harassment from the public. The CDC links harassment to poor mental health, finding that in 2022 of those who experienced harassment on the job:

• 85% reported feelings of anxiety
• 60% reported feelings of depression
• 81% reported feelings of burnout

A report by the National Institutes of Health (NIH) finds that the current mental well-being of frontline health workers is still poor and many are considering leaving the industry, with stress and burnout cited as the main reasons.¹⁰  The NIH also indicates that high rates of depression appear to be a persistent problem which should be addressed as a public health priority.¹¹

The American Hospital Association cites a recent study revealing the following stats about health care workers:

• 93% of reported stress
• 86% reported anxiety
• 77% reported frustration
• 76% reported exhaustion and burnout
• 75% said they were overwhelmed

WebMD Health Service’s 2024 Workplace and Employee Survey also found the health care industry reported the lowest level of mental well-being relative to all other industries.

Manufacturing.

Manufacturing employees face unique stressors that contribute to mental health concerns. They work long hours at jobs that are often physically taxing and highly repetitive. Shifts run around the clock, meaning some workers’ sleep schedules are perpetually in flux, impacting overall health and safety on the job.

A study shows that the manufacturing industry ranks amongst the highest in terms of the prevalence of depression relative to other sectors¹², and this creates safety concerns. A report from the Manufacturers Alliance conducted by Big Health finds that “on-the-job injuries and accidents are more likely to occur when employees experience mental health difficulties like insomnia, anxiety, or depression.”

A study conducted by financial company The Standard found 54% of manufacturing workers know a coworker impacted by substance abuse or addiction. The same study also found that 30% of manufacturing respondents reported moderate mental distress, and of those respondents with mental health issues, 51% reported depression and 45% reported anxiety.

Rob Vallentine, a mental health advocate and expert writes: “The research continues to tell us that people in manufacturing are more likely to struggle with substance abuse, with suicidality and with other mental health concerns.”

Like many industries, layoffs can happen suddenly, creating financial stress. The industry is also dominated by males, a demographic that is less willing to open up about mental health concerns, leading to delays in treatment and the potential to turn to substance misuse to alleviate mental health symptoms.

Higher education.

Like health care, higher education is another industry that was particularly affected by the COVID-19 pandemic. The industry has also been impacted by the recent pushback against diversity, equity, and inclusion (DEI) initiatives and the pressure to conform to new federal directives that have affected many universities’ federal funding.

Whether stress and exhaustion is coming from the increased workload of faculty and staff in higher education, the need to carefully navigate DEI territory, or greater mental health needs and support required for the students they teach, a study finds 33% of faculty say they are often or always physically exhausted; 38% are often or always emotionally exhausted; 40% are worn out, and 50% feel that way every day.

The authors of the study say educators are burned out. They write, “Like many workers who struggle with low pay, lack of advancement opportunities and feeling disrespected, higher education faculty members struggle to keep it together because of exhaustion and the lingering impacts of the COVID-19 pandemic.”¹³ A Healthy Minds Study backs up this sentiment, finding 57% of respondents said they feel burned out because of their work either somewhat, to a high degree, or to a very high degree.

Another study finds:

• About 10 percent of professors screened positive for symptoms of major depression on a patient health questionnaire.
• About half the sample report having at least one symptom of depression.
• One in five professors agree that supporting students in distress negatively impacts their own mental health.

WebMD Health Service’s Workplace and Employee Survey also finds that education workers reported the second highest level of feeling “overwhelmed” (a measure of burnout) compared to other industries studied.

Help prioritize workplace mental health with support from WebMD Health Services.

To some degree, work will always create a certain amount of stress that, when left unchecked, can negatively impact our mental health. But it’s clear from our review that unique factors within certain industries, as well as current events, play a role in how workers are feeling about their mental health today.

The bottom line for all employers—no matter what industry—is to offer employees the tools and resources to better cope with mental health concerns. Doing so has significant upsides for the business in terms of increased engagement, lower health care costs, reduced absenteeism/presenteeism, and reduced turnover.

WebMD Health Services has extensive experience creating well-being programs that cater to the unique needs of employees across a range of different industries. Contact us at connect@webmd.net or request a demo to learn how we can customize a well-being program for your organization.

Life is full of challenges. And it’s not always easy for employees to leave them at the door when they show up for work each day. So when a childcare arrangement falls through, a family member gets sick, or an employee has trouble paying the bills—there are real consequences for their emotional and physical health and their ability to do their jobs well.

Personal challenges can impact employees’ productivity and performance at work.

Here are some common life challenges that impact employees’ ability to show up to work each day ready and able to perform their best.

Caregiving.

The cost of child care has grown by 26% in the last decade, and it’s estimated that 50% of Americans live in a child care desert. Members of the “sandwich generation” are managing their own parents’ care while still caring for young children. Gaps in care can be a real drain on an employee’s focus and productivity and also increase absenteeism.

Financial stress.

PwC found 57% of employees say finances are the top cause of stress in their lives; 76% say financial stress negatively impacts their work output.¹ Employees may lose over seven hours of productivity per week due to financial stress.²

Health concerns.

Chronic conditions, acute illnesses or poor mental health can lead to fatigue, absences, and diminished productivity. Family or friends’ poor health can also impact workplace performance as employees try to balance caregiving and work.

Relationship struggles.

Marital concerns, divorce, changes in child custody arrangements, or any kind of relationship conflict all have an impact on an employee’s ability to be focused and present at work.

Death/grief.

Experiencing the death of a loved one or pet without adequate time to grieve can affect emotional well-being and work engagement.

Burnout.

Although burnout is a work-related phenomenon, it can impact relationships both inside and outside of the workplace. Burnout continues to be a huge concern: a 2024 study conducted by WebMD Health Services’ Center for Research revealed one-third of employees are experiencing burnout and 53% of managers report feeling burned out at work.

Climate/natural disasters.

Climate-related weather events like hurricanes, wildfires, and tornadoes are becoming increasingly frequent and severe. In a survey conducted by Gartner, 37% of employers found that following environmental or climate-related risks there was a severe impact on staff displacement and productivity.

Personal challenges also affect colleagues.

When life circumstances impact a colleague’s job performance, their team members may feel the burden. For example, when employees are absent due to personal crises, other team members may be asked to step in to cover the employee’s work. Projects can drag on or key tasks can fall behind schedule. If an employee withdraws emotionally, communication could break down, leading to confusion and resentment. All of this creates tension and can negatively impact team engagement. In certain roles, an employee who is distracted by personal issues could even pose a safety risk or make critical errors that affect the business.

How employers can support employees through personal challenges.

When supporting employees through personal challenges at work, it’s critical to meet employees with empathy and understanding. Acknowledge that life is unpredictable and it’s normal and okay for personal situations to affect work at times.  

Next, seek to understand employee pain points so you can provide the right support. Surveys, focus groups and town halls are all ways to uncover where employees are struggling.

Finally, take stock of these common workplace supports to make sure they are meeting employees’ needs:

Support for well-being.

No matter what life throws at us, an employee well-being program that encourages employees to engage in healthy behaviors—like eating well, moving throughout the day, or learning how to manage stress—can help your people better weather personal crises.

Leaves and time off.

Paid family leave to deal with a temporary concern, bereavement leave, and parental leave for both parents can give employees the time and space to handle a family illness, death or welcome a new child without worrying about finances. If the organization is unable to offer leave, make sure employees know about the Family and Medical Leave Act (FMLA), which allows employees to take up to 12 weeks of job-protected unpaid leave to care for a family member or their own health.

Flexible work arrangements.

Allowing workers to choose their hours or work remotely helps them better manage personal and professional responsibilities. Flexible schedules empower employees to create routines that work for their unique needs.

Manager training.

Managers are the face of the organization for employees, so ensure they are equipped with the right tools and skills to support their team. Training in empathy, communication, mental health and knowledge of available programs and resources are essential for managers’ ability to support staff going through a difficult time.

Child and elder care.

For employees who are caregivers, family-friendly policies or access to child and elder care resources can make a huge difference. Parenting these days is not easy, and supporting parenting in the workplace is essential for today’s workforce.

Employee Assistant Programs (EAPs).

While they’re best known for mental health support, EAPs can also assist with relationship and parenting issues, finding child or elder care, and financial concerns.

Support for climate/natural disasters.

Employers are experimenting with benefits to support employees who are victims of climate-related events. These could include tax-advantaged financial assistance; pay advances; crowdfunding options; physical shelter support; mental health benefits; and disaster-related paid leave.

Financial wellness programs.

Offering financial wellness benefits can alleviate some financial stress and help employees be less distracted at work. These benefits might include tools to manage day-to-day finances, weather unplanned expenses, and plan and save for future milestones.

Employee benefits awareness.

Lack of resource awareness is one of the most significant obstacles for employee benefits utilization. Make sure to communicate often about what’s offered, so when personal circumstances arise, employees know where and how to get help.

To be sure, not every employer will be able to offer all of these programs and resources. But it’s important to act on areas where the organization can lend a hand. Doing so will cement your company’s position as an employer who cares about people both as workers and human beings and allow employees to be productive and engaged at work.

If you’re interested in learning more about how to support your employees holistically, request a demo today.

Did you know that almost 3 of 4 employees report experiencing negative mental health at work?¹ This highlights the need for organizations to take action. Prioritizing well-being strengthens teams, improves retention and enhances job satisfaction. Addressing mental health isn’t just about individuals. It benefits your entire organization.

The good news? Small, meaningful changes can make a difference.

Why is mental health important in the workplace?

Mental health directly affects how employees think, work and interact. Unchecked stress, anxiety and burnout reduce focus and efficiency. Depression and anxiety cost the U.S. $1 trillion per year in lost productivity.²

But the effects aren’t limited to individuals. Poor mental health can disrupt team dynamics, weaken collaboration and impact overall business performance. Early support and proactive strategies can prevent long-term issues and help create a more resilient, engaged workforce.
The American Psychological Association defines mental health as a state of mind characterized by emotional well-being, healthy behavioral adjustment and the ability to manage daily stressors while forming meaningful relationships.³ In the workplace, this shows up in how employees handle pressure, adapt to change and maintain their sense of stability.

Start creating a workplace that supports mental well-being.

Organizations must take intentional steps to create a culture where employees feel comfortable discussing mental health. Let’s discuss some ways to improve mental health in the workplace.

Provide mental health resources and education.

Access to mental health support makes a measurable difference in workplace well-being. Organizations that offer employee assistance programs (EAPs), mental health programs and stress management training help employees build resilience and manage challenges more effectively.

Education is equally important. Workshops on mindfulness, emotional resilience and coping strategies give employees the tools to manage stress proactively.

Promote psychological safety through leadership.

Leadership sets the tone for workplace culture. Managers who promote psychological safety, a shared belief that it’s safe to speak up, take risks and ask for help without fear of embarrassment, help normalize mental health conversations. When leaders model empathy and openness, employees are more likely to seek support. Ignoring mental well-being can lead to increased absenteeism and lower morale. A workforce that feels emotionally safe is more engaged, motivated and productive.

Build a supportive work environment.

Employees are more likely to seek help when mental well-being is openly discussed and supported. Managers who model healthy behaviors, check in regularly and advocate for well-being initiatives reinforce the importance of mental health. Leadership training on mental health awareness ensures managers recognize warning signs, offer support and connect employees with the right resources.

Encourage work-life balance and flexibility.

Poor compensation and lack of workplace flexibility, specifically “where and when I work,” are among the top reasons employees choose to leave their organization, according to the 2024 Workplace Survey.⁴ Organizations can prevent turnover by offering flexible work arrangements, mental health days and reasonable workload expectations.

Encourage employees to take breaks, unplug after hours and use their paid time off to reduce work-related stress and improve job satisfaction.

Assess, prevent and address workplace burnout.

Burnout doesn’t happen overnight. It builds over time. According to our Portfolio of Key Insights: Workplace and Employee Survey, in-office employees had the highest burnout rate, 9% higher than hybrid and 3% higher than remote employees.⁴ Recognizing the warning signs early is key to preventing long-term damage.

Some employee burnout signs include chronic fatigue, irritability, reduced motivation and disengagement. Employees may struggle to meet deadlines, withdraw from colleagues or see a decline in work quality.Managers should hold regular check-ins and encourage time off to combat stress and burnout.

Implement stress-reduction initiatives.

Workplace stress is common, but you can give employees the tools to manage it effectively. Mindfulness programs, stress management workshops and peer support groups strengthen resilience and increase engagement in high-stress work environments.

Frequent breaks, open conversations about stress and access to mental health resources create a positive work environment where employees feel valued and supported.

What’s the future of mental health in the workplace?

Organizations must regularly assess and refine their well-being strategies. Updating policies, expanding mental health resources and fostering open conversations about well-being improve the employee experience.

Employees feel more comfortable seeking support when leadership, including executives and managers, actively promotes mental health initiatives. Creating a culture of psychological safety where discussing emotional well-being is encouraged reduces stigma and fosters a healthier workforce.

The future of work depends on prioritizing employee well-being. Organizations that take proactive steps to integrate mental health into their workplace culture drive success.

Let’s build a healthier workplace together.

A workplace that values mental well-being benefits both employees and your organization. WebMD Health Services provides personalized solutions to help organizations build a more engaged organization.

Request a demo today to explore how our well-being programs can support your employees and strengthen your workplace culture. You can also contact us at connect@webmd.net.

What’s the good news? Organizations that prioritize employee mental health often see measurable improvements in focus, morale and overall performance. Employers have the opportunity and responsibility to create environments with meaningful support.

Why mental health is important for workplace performance.

Mental health directly affects how employees show up, stay engaged and perform their work. When individuals struggle with anxiety, stress or depression, it can lead to absenteeism, low productivity, disengagement and higher turnover. Burnout, in particular, affects team cohesion and creates ripple effects across departments.

Organizations that invest in support often see improvements in many areas. Promoting mental health in the workplace helps reduce the cost of disengagement while reinforcing a culture of care and accountability.

When mental health support becomes a core part of workplace culture, teams are better equipped to thrive. Learn more about the importance of mental health in the workplace.

Recognize common mental health challenges.

Anxiety, chronic stress, depression and burnout remain among the most prevalent mental health challenges. According to ComPsych, nearly 24% of individuals who sought mental health support did so for anxiety. Anxiety is now the leading concern among U.S. employees, surpassing depression, relationship strain and other common issues.¹

Burnout continues to escalate, particularly among mid-career professionals. The WebMD Health Services Workplace and Employee Survey found that burnout among Gen X increased by 60% between 2022 and 2024.² These challenges often manifest through reduced concentration, emotional withdrawal and frequent absences.

When leaders recognize early signs of potential issues, they can respond with timely and appropriate support. Acknowledging these issues builds trust and lays the foundation for lasting solutions.

5 ways to improve mental health at work.

Improving mental health in the workplace requires more than a one-time initiative. Lasting change depends on consistent, research-backed practices that make support accessible and actionable.

The following five strategies offer practical starting points.

1. Provide access to mental health resources.

The right tools can significantly improve how employees manage stress, anxiety and other challenges. Some may benefit from an Employee Assistance Program (EAP), while others prefer apps or onsite counseling. Offering a variety of resources helps meet the needs of your workforce.

The WebMD Health Services 2024 Workplace and Employee Survey found that mental health scores vary by generation. Gen X and Millennials rated their mental health lower than Baby Boomers, reinforcing the importance of age-specific support. Employees are more likely to engage with resources that feel relevant and personal.Accessible support should extend to everyone from senior leaders to entry-level team members. Our workplace mental health resources hub provides more tips on how to support every person in your organization.

2. Encourage open communication.

Open communication builds trust and is essential when addressing mental health at work. Employees must feel they can speak openly without fear of judgment or consequences. However, stigma often prevents these conversations from happening.

Leaders play a role in shifting this dynamic. When they normalize regular check-ins and speak candidly about their health, it reinforces the message that well-being matters. These everyday interactions reduce stigma and create a safe workplace over time.

Nearly one-third of employees report that their organization does not care about their well-being, and 30% are not engaged at work. These figures underscore the need for intentional communication and visible support.

3. Emphasize the importance of work-life balance.

Work-life balance is important for employees. Clear boundaries between work and personal time are essential to protect mental health. Without them, stress accumulates and the risk of burnout increases. Management sets the tone by encouraging time off, respecting non-working hours and minimizing after-hours communication.

When organizations value balance, employees feel their time is respected and they return to work with greater focus and energy.

4. Offer stress management and resilience training.

Stress affects individuals in different ways. Some may feel overwhelmed by daily tasks, while others struggle with focus. Building resilience allows employees to manage these challenges more effectively.

Workshops, mindfulness sessions and self-care education provide tools to address stress before it compounds. While some teams benefit from in-person sessions, others prefer digital options. When offered consistently, both formats support long-term well-being.

Providing these resources signals that employee well-being matters not only during times of crisis, but every day.

5. Implement flexible work arrangements.

Flexibility extends beyond location. It includes when and how employees work. Some benefit from in-person collaboration. Other employees need greater autonomy to manage family responsibilities or protect personal time; this also correlates with various life stages.

Options such as adjusted hours or vacation time help reduce stress and improve focus. Employees with more control are more likely to remain engaged and meet expectations with less strain.

A thoughtful approach to flexibility enhances both well-being and business outcomes. Leaders who promote that balance create environments where individuals can succeed without compromising their health.

Leadership must drive the mental health shift.

Meaningful change begins with leadership. When managers support mental health, such as setting boundaries, taking breaks and speaking openly about challenges, they demonstrate that well-being is important.

Leaders must check in regularly, listen with empathy and advocate for relevant support. These behaviors build a culture where employees feel heard, valued and empowered to speak up.

A successful well-being strategy depends on leadership commitment. When leaders prioritize mental health, they create space for others to do the same. Explore more ways leadership can support mental health in the workplace.

Measuring the impact of mental health initiatives.

Understanding what works begins with listening. Tools such as pulse surveys, engagement scores and anonymous feedback provide valuable insights into employee well-being and unmet needs. These inputs help leaders respond clearly and focus.

Effective programs evolve. When leaders act on feedback, they build trust and improve outcomes. Even minor adjustments can drive a positive outcome.

Ongoing measurement signals that mental health is a long-term priority. Consistent tracking reinforces the organization’s commitment and helps teams stay aligned on shared goals.

Commit to a culture of well-being.

A commitment to mental health is more than a single initiative. Sustained leadership engagement, thoughtful planning and consistent follow-through are essential to keeping well-being at the core of workplace culture.

Organizations that invest consistently often build stronger teams, improve communication and increase trust. These outcomes reflect healthy workplaces where individuals feel valued.

Now is the time to take the next step. Explore available solutions or request a demo to see how WebMD Health Services can help your organization build a healthier workplace.

Top Mental Health Awareness books to read this year.

Check out these inspiring stories of overcoming and harnessing your mental health and destigmatizing the topic:

Without a Doubt: How To Go From Underrated To Unbeatable

by Surbhi Sarna

Using childhood inspiration, Sarna took the unconventional route to be a founder, developing a life-saving medical device and starting a venture firm. She persevered through prejudice and doubt to achieve business success while managing to lead empathetically, empowering others to think differently, and maintaining her honesty and approachability. In this book, she shares not only her powerful story but insights on overcoming self-doubt and building resilience that will leave you inspired.

View on Amazon

Stop Overthinking

by Nick Trenton

Feeling stuck in your never-ending thoughts? This book will help you stay present and stop overthinking to “overcome negative thought patterns, reduce stress and live a worry-free life.” Author Nick Trenton taps into behavioral psychology principles to pinpoint areas for change through practical wisdom and applicable solutions.

View on Amazon

There’s An Elephant in Your Office

by Ashley Sides Johnson and Andrea Sides Herron

Join authors Ashley Sides Johnson and our VP of HR Andrea Sides Herron on a transformative journey. This insightful book delves into the crucial topic of mental health in the workplace, offering practical tips to support employees facing mental and emotional challenges. Through the metaphor of elephants representing individuals experiencing mental illness, Johnson and Herron guide employers, managers, and supervisors in creating a nurturing environment where everyone can thrive.

View on Amazon

The Anxious Achiever

by Morra Aarons-Mele

As a writer, entrepreneur and mental health advocate, Morra Aarons-Mele uses her second publication on mental health to bring credibility and actionable advice on and how to create a mentally healthy workplace. Anxiety disorders are the most common mental illnesses in the world. But in the workplace, anxiety can be a hidden problem — in plain sight but ignored. This is a book with a timely mission: to destigmatize mental health, normalize anxiety and open dialogue with leadership. Filled with personal stories, research-based insights into mental health, and lots of practical advice, the author shows us that anxiety doesn’t have to stop us — it can actually be managed, channeled, and repurposed as a superpower in work and in life.

View on Amazon

How To Meditate Like A Buddhist

by Cynthia Kane

Cynthia Kane is a communication expert, who uses her books to discuss the role of communication and self-awareness in maintaining healthy relationships and managing stress. “How to Meditate like a Buddhist” demystifies this ancient practice and gently teaches you everything you need to know about building a meditation practice that works for you, including detailed guidance on posture, breathing, mindset, overcoming common obstacles and more. Kane gives her own personal story and the role of mindfulness. If you are looking for a step-by-step guide for beginners that is smart, easy-to-follow and educational on meditation, look no further!

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Life Inside My Mind

By 31 different authors

In this powerful collection of essays about mental illness, 31 authors share their personal perspective on mental illness along with their loved one’s experiences. Contributors to this anthology are all best-selling, award-winning Young Adult authors that can help inspire this generation and hopefully break the stigma on mental illness. This collection of honest true-life stories provides “a home to those who are feeling alone” and aims to “open the floodgates to conversation.”

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The Broken Road To Mental Health In Life And Business

By Sharon Fekete

Who hasn’t struggled at some point with self-doubt, fear, unhealthy behaviors or the extraordinary pressures we put on ourselves today? Sharon Fekete, also known as the “The Doctor Whisperer”, shares her powerful and honest journey to overcome mental health challenges and find success in both her personal and professional life. She candidly exposes her vulnerabilities from the past to discuss how to navigate the complex healthcare system and manage stress. She is raw and transparent with her personal experience and leaves the reader hopeful, strengthened and equipped with practical tips to navigate the world.

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So there you have it—the best mental health awareness books to read this month.

As we all know, increasing the awareness and understanding of mental health is crucial to breaking down the stigma and providing support to those in need. By exploring the powerful narratives and insights found in the seven must-reads, we can gain valuable perspectives, guidance, and inspiration on our own mental health journeys. Let us continue to prioritize mental well-being, promote empathy and compassion, and encourage open conversations surrounding mental health all year round. Together, we can foster a more informed, empathetic and supportive community for all.

This shift doesn’t happen through policies alone. It starts with people, especially HR and organizational leaders. HR professionals are uniquely positioned to champion well-being and build trust through consistent and compassionate support. According to the World Health Organization, 15% of working-age adults globally experience a mental health disorder¹. The stakes are too high to ignore.

Explore the importance of mental health in the workplace and take meaningful steps toward change.

Mental health support starts with leadership.

Creating a mentally healthy workplace begins at the top. Executive leaders and managers shape how mental health is viewed, prioritized and supported throughout the organization. When leaders speak openly about their own experiences and set clear boundaries around well-being, employees feel safe doing the same.

Leadership also involves more than being visible. It means creating a team where trust, openness and support are part of how people work together. Managers who allow space for honest conversations, support time away from work and respond with empathy during stressful periods help reduce mental health stigma.

When leaders treat mental health as a shared responsibility, it becomes woven into how work gets done.

Embed mental health into your culture, not just your policies.

Policies matter, but culture determines whether those policies make a difference. A true commitment to mental health is reflected in how employees feel each day, not just what’s written in an HR handbook. Organizations must align their values, team rituals and workplace norms with emotional well-being to create lasting change.

That could mean launching regular awareness campaigns, revisiting your company’s values to include language that reflects empathy, inclusivity and emotional well-being. These everyday touchpoints help translate strategy into lived experience.

When workplace cultures consistently reflect care and empathy, employees are more likely to engage with support and feel like they belong. Learn more ways to improve mental health in the workplace.

Train managers to recognize and respond with care.

Managers are often the first to notice when an employee is struggling, yet many feel unsure about how to respond. That’s why mental health training should be a core part of leadership development. When managers understand the signs of distress and know how to approach conversations with care, they become the first line of support.

Training should cover basic mental health literacy, how to recognize early warning signals and how to initiate compassionate check-ins. Just as important, managers need guidance on connecting employees with resources like your Employee Assistance Program, digital tools or peer networks.

A proactive approach helps prevent issues from escalating and shows employees that they are not alone. With the right training, managers are essential to strategy and everyday support.

Offer accessible mental health resources.

Even the best mental health initiatives fall short if employees can’t easily find or use them. Access is key. Support should be available when and where employees need it, whether they are onsite, remote or working in hybrid environments.

A well-rounded approach combines clinically backed digital tools with human-centered support structures. Consider offering a mix of resources such as mobile apps, virtual therapy platforms, peer support groups and Employee Assistance Programs. When resources are easy to navigate and clearly communicated, employees are more likely to take action.

Explore our workplace mental health resources hub to see how a thoughtful mix of options can support every employee.

Prioritize flexibility and prevent burnout before it starts.

Flexibility is a critical strategy for retention and mental health. When employees have control over where, when and how they work, they are better able to manage stress, avoid overload and stay engaged. It also signals trust in employees’ ability to manage their responsibilities.

Burnout rarely happens overnight. It builds over time, often unnoticed until productivity drops or someone disengages completely. That’s why it’s important to watch for early signs like emotional exhaustion, withdrawal or a decline in work quality. According to the WebMD Center for Research, senior managers and director-level employees report the highest rates of burnout, making early intervention especially important.²

Preventing burnout starts with proactive planning. Regular check-ins, clear workload expectations and supportive time-off policies can help keep burnout at bay. Learn more about how to prevent employee burnout with practical, research-backed strategies.

Measure what matters and adapt your approach.

Supporting workplace mental health is not a set-it-and-forget-it effort. To understand what’s working, organizations need to gather consistent feedback and use that data to inform ongoing improvements.

Pulse surveys, focus groups and employee engagement metrics can reveal important patterns. Are people using the resources provided? Do they feel psychologically safe? Are certain teams at greater risk for work-related stress or burnout?

Equally important is sharing how feedback leads to action. When employees see their input reflected in new programs or adjustments, it builds trust and shows that mental health is a shared priority.

Normalize conversations about mental well-being.

When emotional well-being is treated as a regular part of workplace conversations, stigma begins to fade. Employees feel more comfortable speaking up, asking for support and sharing what they need to stay well.

Leaders and managers play a critical role in setting this tone. By sharing personal stories, acknowledging stress levels during busy periods and encouraging breaks, they send a clear message that it is safe to talk about how you’re really doing.

Peer support networks, mental health champions and regular awareness campaigns can also reinforce a culture of openness. Explore more ways to normalize mental health in the workplace and create space for meaningful conversations.

Address mental health in all work environments.

Every employee deserves access to mental health support, no matter where or how they work. Yet the needs of hybrid and in-person teams can vary widely. To be effective, your mental health strategy should reflect these differences and ensure that support is available to all.

For hybrid employees, this might mean clear communication about available resources. In-office teams may benefit from dedicated decompression spaces or on-site wellness programs. Digital tools offer a way to ensure equitable access, regardless of location.

Most importantly, ensure everyone has access to the programs and resources available. When support is accessible, your entire workforce benefits.

Let’s create a workplace where mental health thrives.

When organizations invest in mental well-being, everyone benefits. Employees feel valued, supported and more connected to their work. In turn, organizations see greater engagement, stronger retention and a healthier culture.

HR leaders are uniquely positioned to drive this change. Taking strategic, compassionate action can help shape a workplace where mental health is supported and expected.

Ready to take the next step? Request a demo to explore how WebMD Health Services can help your organization build a culture where well-being comes first.

Work and mental health are inextricably linked.

Mental health can be impacted by work and work can impact mental health. A recent poll finds 33% of employees feel their work productivity suffers because of their mental health, and 36% say their mental health suffers because of work demands. WebMD’s 2024 Workplace and Employee Survey also found mental health was correlated with employee engagement, employee experience, perceptions of organizational care, psychological safety and feelings of belonging at work.

In response, employers have bolstered their mental health offerings, like free counseling sessions through Employee Assistance Programs (EAPs), access to mental health text/chat apps, mental health first aid trainings for managers and leaders, and more mental health days.

But some employers are taking support one step further with a “boots-on-the-ground” approach to mental health: mental health champion networks. These networks, made up of individuals at all levels in the organization, can help to further break down the stigma of mental health and offer a much-needed form of support. In fact:

• A well-known consumer products company has trained 4,000 of its global staff members to serve as “mental health champions,” who are responsible for identifying signs of mental health struggles among colleagues and referring them to appropriate mental health professionals.¹
• Business Group on Health’s 2024 Large Employer Survey found 52% of employers intended to implement trainings to help employees recognize mental health issues and direct peers to appropriate resources; 74% said they provided a similar training for managers.²

Harvard Business Review writes, “By acting as advocates for mental health, these champions can deliver feedback to decision-makers and identify areas of improvement for organizations. As a point of contact for employees, they can be a source of peer support, which research suggests can build resilience, help prevent burnout, and aid in addressing the rising epidemic of loneliness at work.”³

Why workplace mental health champion networks are becoming more popular.

First, the experiences of peers and the commiseration and support we receive from them can spur us to make positive changes in our own lives. We know this from our own client experience with group health coaching and wellness champion networks. Second, trust in institutions is eroding, but employees still see their employers and leaders as trusted sources of information. Third, more than three-quarters of employees say supervisors, HR and senior leadership should be responsible for helping employees feel comfortable discussing mental health at work. And 83% of employees agree that mental health and well-being training is important in creating a positive workplace culture.

The role of mental health champions in the workplace.

Like wellness champions, mental health champions are employees who agree to advocate for mental health in the organization. Whether individually, or as part of a mental health champion network, they work to promote a supportive culture around mental health, reduce stigma and encourage more open conversations about mental well-being. They can be line employees (peers), managers, or leaders—and we’ll discuss how each group might play a slightly different role as a mental health champion in a moment.

Qualities of good mental health champions.

Employees who are trusted, approachable and empathetic make good champions. They must have good communication skills, the ability to listen without judgement, and most importantly, be comfortable talking about mental health. Champions need not have experienced a mental health crisis in order to serve in the role, though personal experiences can certainly help them relate to employees who are going through a difficult time. They must be able to make a reasonable time commitment, be capable of organizing mental health initiatives, and able to interface with HR and senior leadership to gain support and funding.

Types of mental health champions.

Let’s now discuss the types of mental health champions and the value that each can add.

Peer mental health champions.

Peer mental health champions play a crucial role. In addition to serving as a confidential resource for employees who may not feel comfortable speaking to HR or their manager, they connect employees with company programs that support mental health. A business unit or department may have one or several employees who are designated as mental health champions.

These employees organize events, publicize resources and promote mental health initiatives in the organization. They help make connections to other aspects of a company’s well-being program that could help with mental well-being (wellness challenges, nutrition support, resilience programs, and more). This is important in getting the organization to view mental health as connected to other aspects of health, rather than a standalone component. Finally, they keep an ear to the ground and relay employee feedback to decision-makers to refine mental health programs.

Manager mental health champions.

All managers play a unique and important role in supporting mental health at work. Since they work closely with their team, they’re in the best position to identify when an employee might need support. That said, it’s smart to designate certain managers who are part of the overall mental health champion network. In this way, employees who may not be comfortable speaking with their own manager but would value the opportunity to speak with someone in a manager-level position, can receive support.

Leader/executive mental health champions.

Like other aspects of well-being, leaders set the tone for mental health in an organization. This is why it’s important to identify one or more executive sponsors for the mental health champion network. This individual should be passionate about breaking down the stigma of mental health and perhaps be willing to share personal experiences or stories about how they protect their mental well-being. They regularly address mental health and company resources in all-hands meetings and meet with the entire champion network to stay abreast of how employees are feeling to understand the type of support needed.

Mental health champion training.

In general, all types of mental health champions will benefit from awareness training that includes:

• A basic understanding of common mental health conditions and their symptoms (depression, anxiety, stress, burnout).
• How to recognize warning signs and symptoms.
• An understanding of the impact of mental health on workplace performance and well-being.
• How to maintain confidentiality and set appropriate boundaries. 
• The resources the company makes available to support employees with mental health.

Managers may benefit from more specific training on what to know, say and do if they suspect an employee is experiencing a mental health challenge and what their role is in supporting an employee. Leaders may need help with high-level messaging skills to be able to discuss mental health in employee forums as well as externally (for example, with the media).

Tips for establishing a workplace mental health champion network.

Here are some items to consider as you go about forming a mental health champion network in your organization.

• Define clear roles and boundaries. Establish what champions can offer (peer support, resource navigation) versus what requires professional intervention. Create straightforward guidelines that protect both mental health champions and employees seeking help.
• Seek cross-functional representation. Recruit champions from diverse departments, levels, and backgrounds to ensure the program resonates across different employee experiences. Employee Resource Groups (ERGs) can be a good place to promote the champion network and recruit members.
• Connect well-being initiatives to business outcomes. Track relevant metrics like retention, engagement, and reduced absenteeism to demonstrate the network’s business value.
• Integrate the network with existing well-being initiatives. Connect the champion network with current benefits, EAP services, and well-being programs to create cohesive mental health strategy rather than a standalone effort.
• Recognize and reward champions. Acknowledge contributions through formal recognition, professional development opportunities, or inclusion in performance management goals.
• Create a sense of community. Champions may need their own support system. Provide opportunities for champions to regularly connect and support each other. And make sure to regularly check in with champions to receive their feedback and address any concerns. 

Ideas for mental health champion network activities.

Once you’ve established your mental health champion network, hit the ground running with these activity ideas.

Mental health awareness campaigns.

• “Green ribbon” or similar visual solidarity campaigns during May’s Mental Health Awareness Month.
• Keep the conversation going beyond May with monthly initiatives focused on different aspects of mental health.
• Employee, leader, and mental health champion testimonials on workplace social media.

Lunch & learn sessions.

• Informal discussions on specific mental health topics with external experts or health coaches.
• Skill-building workshops on stress management, mindfulness or emotional intelligence.
• Panel discussions featuring champions sharing personal experiences and coping strategies.

Peer support circles/Employee Resource Groups (ERGs).

• Structured, confidential small group sessions or ERGs dedicated to specific challenges (e.g., parenting stress, caregiver support).
• Walking groups that combine physical activity with informal peer connection.
• Virtual “coffee chats” that allow remote employees to maintain connection.

Wellness challenges.

• Team-based activities that promote healthy mental health habits (meditation, gratitude journaling, sleep hygiene).
• Individual or team-based physical wellness challenges, like steps challenges.
• “Digital detox” challenges that encourage healthy technology boundaries.

Resource navigation support.

• “Office hours” where champions help colleagues understand available benefits.
• Creation of easily accessible mental health resource guides tailored to specific needs.
• Quick response system for helping employees in immediate distress connect with professional support.

Manager training partnerships.

• Co-facilitation of mental health conversations in team meetings.
• Practical workshops on recognizing signs of struggle and having supportive conversations.
• Tips for creating psychologically safe environments within teams.

Work environment enhancements.

• Designation of quiet spaces for mindfulness or decompression.
• Workplace assessments to identify and address environmental stressors.
• Integration of nature elements or calming design features in workspaces.

Mental health champion networks can help organizations who are already committed to providing support for mental health take the next step. These networks contribute to a healthy workplace culture and are a powerful way to continue to break down the stigma of talking about mental health in the workplace. If you’d like help forming a mental health champion network in your organization, request a demo today.

What is psychological safety at work?

Amy C. Edmondson, the psychological safety guru, characterizes it as “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk-taking.”

Psychological safety also means team members are unafraid to bring their authentic selves to work. It can increase feelings of belonging and inclusion, and make employees feel more connected to their team and the organization’s purpose. With remote and hybrid work arrangements, psychological safety is even more important for keeping teams engaged.

What psychological safety isn’t.

The concept of psychological safety has been around long enough for certain misconceptions to have cropped up. Edmondson is quick to note that psychological safety doesn’t mean:

• Always being nice. Teams should be candid and not avoid hard or uncomfortable truths.
• Getting your way. The point of psychological safety is to be heard, not to have your ideas accepted every time.
• Leaders are solely responsible for a culture of psychological safety. Everyone on a team can build psychological safety by asking questions to draw teammates out, being supportive, and responding to others’ ideas with interest and concern.
• Sacrificing performance. Edmondson says high standards and psychological safety can coexist. When teams aren’t honest, they run the risk of “group think” and reduced quality of work.

How does the workplace benefit from psychological safety?

There are several notable benefits:

• Team members become more engaged and motivated when they can speak up without fear of retribution.
• Decision-making improves when people feel more comfortable sharing their opinions and concerns. The volume and diversity of perspectives can also increase, impacting decision quality.
• A culture of continuous learning and improvement emerges, as team members share and learn from mistakes.¹
• Increased safety and reduced employee errors may result. This is especially true in industries like healthcare and aviation, where employee and customer safety are paramount.²

In summary, according to McKinsey, psychological safety “extends far beyond the soft stuff: it substantially contributes to team effectiveness, learning, employee retention, and—most critically—better decisions and better performance.”³

What happens when psychological safety isn’t present in the workplace?

When employees don’t feel their voice is heard or their contributions are valued they may disengage from work and their teams. They may also experience feelings of exclusion and lack of belonging. Over time, this can cause mental health concerns like depression, anxiety and even burnout. As we know, poor mental health can lead to physical symptoms like disrupted sleep, headaches, muscle tension and fatigue and contribute to high blood pressure and heart disease.⁴

How to foster psychological safety in your organization.

Here are some practical tips for increasing psychological safety in your workplace.

1. Set the stage.

Ask leaders to send a message to all employees encouraging them to resist the status quo. Reassure them they will be rewarded for speaking up and presenting radical thoughts, unproven theories and even unorthodox opinions. Encourage employees to take healthy workplace risks, including:

• Speaking up in a meeting or proposing a new idea.
• Disagreeing with their boss and offering a different way forward.
• Sticking up for a teammate in the face of adversity.
• Taking on new responsibilities.

2. Encourage failure.

When we fail, we worry we’ll be punished or look foolish. So, we avoid speaking up or taking risks that could help solve challenges and move the organization forward. To overcome fear, leaders must stress to employees that it’s okay to fail. Ask leaders to:

• Demonstrate humility and share stories of personal failures.
• Reframe failure and talk about it as an opportunity to grow and learn.
• Support Employee Resource Groups (ERGs) where employees can openly share their opinions without fear of judgment.

3. Acknowledge every effort.

To reinforce a culture of psychological safety, it’s important to reward employees when they take risks. This could be a simple “thanks for speaking up” note or more formal acknowledgement through an employee recognition program. Post-mortems can also be a great opportunity to candidly discuss what went right and wrong on a particular project and what could be done differently in the future.

4. Measure your progress.

You will never know how psychologically safe your employees feel unless you ask. Pulse and engagement surveys can include questions like, “how safe do you feel expressing your opinions at work?” and “what can we change to make you feel even safer?” Aside from gauging employee sentiment on psychological safety, the feedback can also serve as a road map to address any issues employees identify.

Eliminate organizational fear and foster growth.

By fostering an environment where employees feel safe to take risks, speak up, and be their authentic selves, organizations can unlock greater engagement, innovation, and performance. Increasing psychological safety requires commitment from leadership and participation from everyone, but the rewards—better decisions, continuous learning, and improved well-being—make it well worth the effort.

Mental Health Awareness Month is a great time for employers to raise awareness of the importance of mental health. We’ll explore why mental health activities matter in the workplace and share some ideas you can use to observe Mental Health Awareness Month with your workforce. It’s important to remember, though, mental health support must be woven into work all year long to have a lasting impact.

Why mental health awareness activities matter in the workplace.

For many, the topic of mental health is taboo, especially in the workplace. The National Alliance of Mental Illness states that only 58% of employees feel comfortable discussing their mental health at work.¹ This highlights just how important it is to break the stigma and prioritize the importance of emotional well-being.

Mental health games and activities for workplaces often raise awareness of emotional health in a fun way. Games like stress relief bingo, adult puzzles or mental health trivia introduce the topic in accessible, engaging ways. These moments of connection often spark conversation and help employees feel less alone in their experiences.

Still, games and activities are not enough on their own. Without an organizational culture that prioritizes psychological safety, promotes respect and supports mental health year-round, even the best initiatives may fall short. Awareness efforts are most effective when they reflect a broader organizational commitment to well-being.

A mix of structured programs and everyday activities allows employees at all levels to participate in ways that fit their needs. When supported by a culture of care, these efforts reduce stigma.

10 mental health awareness activities to help employees thrive.

These mental health activities for work blend individual and team-based approaches, including relaxation techniques, creative expression and other supportive practices.

1. Nurture gratitude and appreciation programs.

Acknowledge individual and team accomplishments through structured programs like peer shout-outs, leader-led recognition or company-wide appreciation initiatives. These efforts boost morale and strengthen social workplace connections. You can also encourage employees to reflect personally by providing optional tools such as gratitude journals. Employees feel more valued and emotionally grounded when both organizational recognition and individual reflection are supported.

2. Establish peer support groups and mental health ambassadors.

Peer-led support groups and mental health ambassadors create safe spaces for employees to candidly share their feelings. Ambassadors serve as points of contact, offer guidance and connect colleagues to helpful resources. Support groups provide mentorship and a sense of community so employees feel heard. If your organization has Employee Resource Groups (ERGs), consider integrating mental health support into those networks. ERGs may offer a familiar structure and a built-in sense of community for building psychological safety and peer connection.

3. Promote outdoor activities and movement. 

Movement throughout the workday improves mental clarity, reduces stress and increases well-being. Without time to reset, chronic stress can accumulate and employees are more likely to experience persistent burnout. According to WebMD Health Services’ Portfolio of Key Insights, Workplace and Employee Survey, burnout rates among Gen X increased by 60% from 2022 to 2024.²

Encourage employees to leave their desks occasionally to support their focus and productivity. Suggest walking meetings as a refreshing alternative to traditional sit-down discussions. You can also host group fitness sessions to build team connections.

4. Provide mental health first aid training.

Train employees, managers and leaders to recognize and respond to mental health issues and concerns. Professionally-led sessions provide teams with the skills to identify early signs of distress, offer appropriate assistance and connect colleagues to resources. Creating a culture where employees understand how to support one another results in a more caring workplace. Regular emotional support coaching ensures that health remains a priority across all levels of the organization.

5. Organize wellness challenges.

Wellness challenges encourage employees to engage in behaviors that support mental and physical health. These challenges can incorporate gamification to track steps, mindfulness streaks or hydration. A little friendly competition also increases participation and makes well-being more engaging. Incentives and team-based challenges reinforce commitment to a culture that prioritizes health.

6. Use anonymous mental health check-ins and feedback tools.

Anonymous surveys and confidential feedback tools give organizations valuable insights into employee well-being that help leadership shape effective mental health programs. Regular pulse surveys, digital suggestion boxes and one-on-one check-ins with managers and HR create employee opportunities to share concerns. Using this information can help improve mental health in the workplace.

7. Create designated quiet spaces in the office.

Dedicated quiet spaces in the workplace provide employees with a place to recharge, reduce stress and regain focus. A well-designed room or meditation corner with soft lighting, comfortable seating and noise-reducing features allows employees to step away temporarily from their workspace and relax. These spaces can also benefit neurodivergent employees, who are more likely to thrive in these quiet spaces.³

8. Encourage creative expression. 

Creative outlets reduce stress and improve emotional well-being. Expressing oneself creatively helps process emotions, enhance mood, and foster a sense of accomplishment. Organizations can encourage employees to lean into their creative sides by offering art therapy, music therapy, or creative writing workshops.

9. Practice guided meditation and breathing exercises.

Guided meditation and breathing exercises reduce stress, improve focus and strengthen emotional well-being. Regular practice helps employees stay present, regulate emotions and navigate mental health challenges more effectively. Offer scheduled meditation breaks, host virtual mindfulness sessions or provide access to meditation apps. 

10. Recognize and celebrate Mental Health Awareness Month, but remember to keep up the momentum all year long.

Acknowledging Mental Health Awareness Month reinforces your company’s commitment to employee well-being. Special events, expert-led discussions, workshops that encourage team conversations and awareness campaigns that promote the availability of mental health resources help employees become more educated about mental health.

The future of mental health activities in the workplace.

Mental health activities for employees must constantly evolve to meet employees’ changing needs. Leadership involvement, regular feedback and flexibility are key to ensuring that mental health initiatives remain effective. As workplaces shift towards a mixture of hybrid, remote and in-office work environments organizations must adapt activities to provide meaningful support across all settings.

Prioritizing mental health increases engagement, reduces turnover and enhances overall organizational success. Companies that integrate well-being into their culture create a healthier, more productive workforce.

Explore our employee well-being survey questions to gain deeper insights into your workplace’s emotional and mental health needs.

WebMD Health Services offers customized well-being programs that help organizations implement effective employee mental health activities. Request a demo today and explore strategies to create a well-supported workplace. You can also contact us at connect@webmd.net.