Home Mental Health & Well-Being Why Mental Health Should Be a Priority in Workplace Wellness Programmes

Why Mental Health Should Be a Priority in Workplace Wellness Programmes

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Workplace wellness programmes have traditionally focused on physical health, promoting activities like regular exercise, healthy eating, and regular medical check-ups. Yet, an equally important aspect – mental health – often gets sidelined in these initiatives.

According to Restore and Revive, mental health is a crucial component of overall well-being and significantly impacts employees’ productivity, engagement, and sense of satisfaction.

This piece will delve into why mental health needs to be a priority in workplace wellness programmes, exploring its relevance in today’s increasingly stressful work environments.

The importance of mental health in the workplace

Today, more than ever, mental health is a pivotal concern in the workplace. Stress, anxiety, and depression are not only significant health issues in and of themselves, but they can also exacerbate physical ailments, leading to increased absences and decreased productivity.

Poor mental health can sap motivation, tarnish interpersonal relationships, and even lead to job loss. According to the Centers for Disease Control (CDC), depression interferes with a person’s ability to complete physical job tasks about 20% of the time and reduces cognitive performance about 35% of the time. It highlights the tangible impact of mental health on productivity.

Furthermore, mental health issues can lead to increased absenteeism and high employee turnover rates, further affecting an organization’s performance. The National Institutes of Health estimates that depression and anxiety disorders cost the global economy $1 trillion each year in lost productivity.

Hence, by ignoring mental health, businesses are not only impacting the well-being of their employees but potentially their bottom line as well.

Current state of workplace wellness programmes

Workplace wellness programmes, in their current form, have a strong concentration on physical health.

Many organisations provide gym memberships, arrange for fitness challenges, and even offer dietary consultations to encourage healthier eating habits among employees. Some companies also incentivise employees to adopt these healthy behaviours, offering rewards for meeting specific fitness goals. These initiatives undoubtedly contribute to better physical health, but they largely overlook another significant aspect of wellness: mental health.

With the rise in work-related stress, burnout, and mental health issues, there is a growing need for a shift in focus. The current state of workplace wellness programmes necessitates a broader, more holistic approach that goes beyond physical health and encompasses mental well-being.

The case for integrating mental health into workplace wellness programmes

The case for integrating mental health into workplace wellness programmes is compelling. It’s not just about creating a healthy work environment; it’s also about enhancing productivity and reducing costs associated with mental health issues.

Stress, anxiety, depression, and other mental health challenges can lead to employee burnout, absenteeism, and decreased performance. By providing support for mental health, companies can help their employees cope with these challenges and create a more positive, productive work environment. Additionally, acknowledging and addressing mental health can help reduce stigma and create a more inclusive and understanding workplace culture.

Programmes could include counselling services, stress management workshops, mindfulness training, and promoting work-life balance. Making mental health a priority is good not just for employees but also for business.

Steps to prioritise mental health in workplace wellness programmes

  1. Incorporate mental health assessments. Just as employees undergo physical health check-ups, organisations should facilitate regular mental health assessments. These assessments can help identify potential issues early and allow employees to seek appropriate help.
  2. Provide access to mental health services. Employers should provide access to mental health professionals, such as counsellors and therapists. These services can be provided on-site or via telehealth. Offering an employee assistance programme that includes mental health services can also be beneficial.
  3. Promote a healthy work-life balance. Encourage employees to maintain a healthy work-life balance by setting boundaries on work hours, limiting after-hour communication, and promoting the use of vacation time.
  4. Create an open and inclusive environment. Foster a culture where mental health is openly talked about without fear of judgement. Conduct regular workshops or seminars to educate employees about mental health and reduce stigma.
  5. Offer stress-management resources. Provide resources such as meditation rooms, stress management workshops, and mindfulness training to help employees cope with stress.
  6. Train managers. Equip managers with the necessary skills to recognise signs of mental health issues among their team members and direct them towards appropriate resources.
  7. Measure the impact. As with any wellness programme, it’s essential to track and measure the impact of mental health initiatives on employee satisfaction, engagement, and productivity. The Terryberry employee engagement survey software can be used to gather valuable feedback from employees and measure the success of these programmes.

Advocating for mental health

Leadership plays a crucial role in advocating for mental health and driving change within an organisation.

Leaders set the tone for the workplace culture and can significantly influence employees’ attitudes towards mental health. By openly discussing mental health, demonstrating empathy, and promoting wellness initiatives, leaders can help reduce the stigma associated with mental health issues and create an environment where employees feel comfortable seeking help.

Leaders can also show their commitment to mental health by incorporating wellness goals into the company’s mission and strategic plans. By doing so, they send a clear message to employees, stakeholders, and the wider community about the value they place on mental well-being.

Moreover, leaders can drive change by investing in mental health resources and services, such as counselling and stress management programmes. They can also support policies that promote a healthy work-life balance, such as flexible working hours and remote work options.

Ultimately, by putting mental health at the forefront of their agenda, leaders can foster a more supportive, inclusive, and productive workplace.

The bottom line

The bottom line is that mental health is as crucial as physical health in fostering a productive, engaged, and satisfied workforce.

By integrating mental health into workplace wellness programmes, businesses are investing not only in their employee’s well-being but also in the overall success of their organisation.

It’s a win-win situation that enhances company culture, reduces costs associated with mental health issues, and boosts productivity. With the right tools, resources, and commitment, businesses can successfully create a work environment that truly values and supports mental health.




Samantha Green, a psychology graduate from the University of Hertfordshire, has a keen interest in the fields of mental health, wellness, and lifestyle.

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