Mindi Cox, Chief People Officer at O.C. Tanner.
Quiet quitting. The Great Detachment. Coffee badging. The modern workplace is constantly coining trendy terms to describe various employee behaviors. However, these terms often obscure a deeper reality: Many employees are struggling with their mental health, and organizations aren’t providing the support they need.
According to a 2024 Limra study, around 75% of workers face some form of mental health challenge in a given year. But too often, mental health is treated as a personal issue, even though feelings of stress and burnout don’t disappear at the start of the workday. So, it’s likely no surprise that a majority of workers consider mental health support a key factor when choosing an employer.
Employees’ mental well-being must become a priority. But supporting them requires more than token wellness initiatives that provide temporary relief. Organizations must undergo long-term structural change that makes mental well-being a core part of the workplace culture.
3 Ways To Make Mental Health A Workplace Priority
When it comes to mental health, shallow fixes can’t solve deeply rooted issues. For example, offering “mental health days” gives employees a day away from their work duties. But this often means they return to an unchanged workplace and its accompanying demands—and now they’re a day behind.
To ensure employees are able to show up and deliver high, long-term value, leaders must take a holistic approach to mental health support that integrates recognition, transparency and real whole-health support. Consider these strategies to drive real change.
Destigmatize mental health conversations in the workplace.
Employees at every level should feel comfortable acknowledging mental health struggles without fear of being labeled unproductive or incapable. To break the stigma, leaders must take the initiative to openly address anxiety, depression, burnout and other challenges. In fact, “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.”
You don’t have to overhaul company policies to create a more open and inclusive culture where seeking help is seen as a strength. Start by making mental health a regular topic of conversation in the workplace. Don’t limit discussion to relevant awareness months or individual HR-led initiatives. They should happen often and organically in one-on-one meetings, team discussions and leadership messaging.
Of course, the key is to actually listen to employees and then mitigate factors that contribute to high levels of stress and burnout. Simply having discussions won’t be enough if employees still feel overwhelmed and unsupported in their day-to-day work. It’s critical to look systemically at the root causes of such distress and address them.
Integrate mental health support into your workplace infrastructure.
For real impact, employees need support embedded in their work environment. Offerings like virtual or onsite counseling, confidential support hotlines and access to behavioral health specialists should be part of your benefits package. Also consider extending these services to employees’ families, considering stress at home affects performance at work.
Do your best to remove unnecessary barriers to care by ensuring mental health resources are easy to find and use. The combination of access and enablement is key to making these benefits real and effective. Actively and regularly promote the why, what, when and how of these critical benefits so employees feel empowered to use them without hesitation.
True integration happens when employees see mental health support as a standard and expected part of their work experience. At O.C. Tanner, for example, we created a new time bucket for hourly employees called “Health Center Time.” It’s a way to clearly communicate the expectation that our people can and should utilize the medical and mental health benefits available to them on campus and virtually.
Use recognition as a mental health strategy.
Feeling valued at work has a direct impact on mental well-being. According to our 2025 Global Culture Report, employees who receive meaningful recognition experience less stress, stronger engagement and a greater sense of belonging. The benefits extend to those who give recognition as well. Employees who expressed their gratitude and acknowledged a coworker were significantly less likely to experience symptoms of burnout, anxiety or depression.
Acknowledging effort and showing appreciation can reduce feelings of isolation and help employees feel supported when they face challenges. However, recognition must go beyond generic praise or annual awards. It should be specific and tied to an employee’s contributions in a way that helps them feel seen and reinforces the truth that they matter. True recognition goes hand in hand with real support, ensuring employees have the resources they need to thrive—not just survive.
A thriving workforce starts with real mental health support.
Organizations can no longer afford to treat mental health as an afterthought. A strong workplace culture is more than wellness perks or occasional check-ins. It’s built on sustained, meaningful efforts that prioritize mental well-being at every level and extend beyond employees to their families.
When your employees feel valued, supported and heard, they don’t just perform better; they bring more energy, creativity and commitment to their work. So investing in mental health isn’t just the right thing to do. It’s a strategic decision that strengthens your workforce and cultivates an environment that prioritizes long-term success.
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