Due to increased levels of burnout, uncertainty and blurring lines between home and work, employees feel increasingly that workplace mental health support has risen to equal importance as salary for many jobs. Recent employer data shows almost all organisations (91%) increased their investment in workplace mental health initiatives during 2025 alone. These initiatives include expanded Employee Assistance Programs, free/low-cost counselling services, mental health days, training for managers on mental health topics, and either on-site or virtual support groups. The response from employees has been overwhelmingly positive, with approximately three-quarters of employees indicating that workplace mental health support will strongly influence their decision to accept or remain in a job. Therefore, workplace mental health is increasingly viewed as a competitive advantage for employers in terms of attracting and retaining talent.
The human element in mental health at work is not just about benefits packages; workers want to feel comfortable to say “I’m struggling” at work to their employer without fear of punishment or retaliation. Leading companies are providing training for managers to ask better questions, maintain boundaries, model rest, and handle mental health disclosures with sensitivity.
Employees are responding to their workplaces not addressing mental health issues within themselves through the “quiet quitting” phenomenon and by acting within their means — according to their current pay level of compensation instead of previous salary or possible promotions, for example. Companies who place focus on listening to their employees allow their employees to manage their own workloads, eliminate chronic overtime and allow employees to have respect for flextime — these companies will build trust and loyalty through their genuine concern for their employees’ mental well-being.
Moving forward into 2026, the expectation is that workplace environments will continue to be modified to include greater emphasis on prevention; trauma-informed leadership; individualized support systems for minority employees, caregivers and those with long-term health issues — which can result in a safer and healthier atmosphere for employees.
Source: CareATC – 2025 Brought Big Wins for Workplace Health
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