Evolving Approaches to Mental Health in the Workplace
Dive into the progressive strategies transforming mental health support in the workplace, guided by insights from leading experts in the field. These innovative approaches are paving the way for a future where mental well-being is prioritized and openly discussed. Learn how a proactive stance on mental health is reshaping corporate culture, fostering a more aware and supportive environment for all employees.
- Proactive Mental Health Support
- Focus on Mental Health Efforts
- Emphasis on Mental Well-Being
- Open Discussion on Mental Health
- Shift to Proactive Mental Health
- Significant Evolution in Mental Health Support
- Increased Mental Health Awareness
Proactive Mental Health Support
Over the years, I’ve seen our company’s approach to mental health evolve in ways that genuinely make a difference. When I first started, mental health support felt more reactive—something addressed only when someone was clearly struggling. Now, we’ve shifted toward being proactive and creating an environment where mental well-being is prioritized. One change I’ve been especially proud of is the introduction of regular mental health training for managers. This has helped us recognize early signs of burnout or stress in our teams and offer support sooner. I remember a colleague who felt overwhelmed but didn’t know how to ask for help.
Thanks to the awareness created by these training sessions, we were able to guide them to our Employee Assistance Program, where they got the counseling they needed. We’ve also embraced initiatives like mindfulness workshops and flexible working arrangements, which have helped reduce stress. I’ve seen a real difference—not just in productivity but in how people feel about coming to work. It’s inspiring to be part of a culture where mental health is openly discussed and supported, making everyone feel valued and understood.
Dr. Carlos Todd
Mental Health Counselor, Mastering Anger
Focus on Mental Health Efforts
At our organization, especially since the COVID-19 pandemic, we’ve continually and consistently focused on our mental health efforts. This includes introducing Mental Health & Wellness days, in addition to other time off categories that we offer. Providing employees the opportunity to work a hybrid schedule, as and if work functions allow.
Bringing awareness about our Employee Assistance Program, especially during times of crises. And continuing to offer support to our employees in various capacities during ongoing supervision meetings, team meetings, and all staff meetings. These efforts have led to lower turnover numbers, more positive sentiments during our periodic engagement surveys and an increase in the quality of services that we provide.
Mayank Singh
Director of Human Resources, Coordinated Family Care
Emphasis on Mental Well-Being
Initially, resources like Employee Assistance Programs (EAPs), which were helpful but hugely underutilized because of stigma or lack of awareness. Over the years, we’ve grown to perceive the problem in a more child-friendly, preventive light. A management team that has developed regular mental behavioral health training, mindfulness workshops, and free-flowing conversations about stress has demonstrated to all employees that mental well-being is of the highest concern. Flexibility in their work schedules and access to therapy and coaching leave two beneficial outcomes: stress reduction and empowerment of employees with practical tools for managing mental health issues.
Quite a few changes have been visibly noticeable. The discussions surrounding mental health have had stigma reduction as either the immediate or emerging impact. So now, employees are more likely to seek help when they notice a problem. Remaining proactive has turned out to be an excellent win for individuals, further strengthening team dynamics, productivity, and overall morale. A more psychological angle suggests that creating an atmosphere that emphasizes mental health care in the interest of employees fosters individual and team resilience.
Shebna N Osanmoh
Psychiatric Nurse Practitioner, Savantcare
Open Discussion on Mental Health
The Employee Assistance Program was something that many employees were not familiar with regarding the offerings. Now, fast forward, employees are very open and transparent about how their mental health matters. They are not standing in the background telling others that they are okay when they are not.
My generation had the mindset to grin and bear it and not be open like a well-read book. It did not look appropriate in the workplace. Speaking openly about how my mental health matters should not be taken as weak. It should be an opportunity to open up a dialogue of true understanding of what it is like to simply be human. Accepting the ebbs and flows of life and knowing that work is a place where these things happen.
HR is no easy feat. People are being human and companies must turn the corner and be empathetic with lots of compassion. Depression is a real thing. Anxiety is real. Great days and not-so-great days are not a figment of one’s imagination. Be the first to talk about how you feel. If you are a leader, it would be a great example to set the tone for unsure staff members. Nothing too deep to begin but open enough for others to remain open too. Small steps lead to great impact. Empowered people empower others.
Tanya Turner, MBA, SHRM-CP, PHR
HR Director, SALTO Systems, Inc
Shift to Proactive Mental Health
Organizations’ mental health approaches have evolved significantly over the past few years. In 2020, during the height of the COVID-19 pandemic, discussions about mental health often centered around terms like “uncertainty” and “stress,” reflecting the widespread fear and instability of the time. The sudden shift to remote work, social isolation, and concerns about health and safety brought mental health challenges to the forefront, and organizations responded by emphasizing immediate support mechanisms like Employee Assistance Programs (EAPs) and wellness check-ins.
As we enter 2025, the language and focus around mental health have shifted toward more proactive and aspirational themes, such as “resilience,” “thriving,” and “emotional intelligence.” These terms reflect a growing recognition that mental health is about crisis management and fostering long-term well-being and growth. This evolution in language is critical, as it shapes how programs are designed and perceived. Staying relevant to how people talk about mental health is essential for effective messaging and ensuring workplace initiatives resonate with employees.
Another key change is the increasing emphasis on personalization in mental health programs. Employees discuss mental health more openly and seek tailored strategies that apply directly to their unique situations. This shift has driven organizations to adopt more flexible approaches, such as offering customizable wellness plans, on-demand mental health resources, and training on practical tools employees can use daily. By adapting to these changes, organizations demonstrate their commitment to employee well-being and create cultures where mental health is prioritized, destigmatized, and integrated into the fabric of the workplace.
Mike Veny
CEO & Certified Corporate Wellness Specialist®, Mike Veny, Inc.
Significant Evolution in Mental Health Support
My company’s approach to mental health has evolved significantly over time, and I’ve personally felt the difference. When I first joined, the support was helpful but limited—it covered things like six therapy sessions, one coaching session, and the occasional live event about managing stress or achieving work-life balance. While these were a good starting point, they only scratched the surface for me.
Now, the company truly understands what we need. The most impactful change has been unlimited access to therapy sessions. As someone who uses this form of support, I know firsthand that therapy is a journey—it takes time, and having access to ongoing sessions has been life-changing for me and many of my colleagues. On top of that, we now have a rich library of expert content on relationships, personal growth, work-life balance, and more.
Knowing the company invests in our well-being makes us feel valued, supported, and better equipped to navigate work and life. It’s made a world of difference.
Agata Szczepanek
Career Expert & Community Manager, Zety
Increased Mental Health Awareness
I’ve seen the view of mental health change drastically in the workplace over the last 20 years.
Even 10 years ago, mental health was not mentioned, let alone dealt with well at work.
I’ve seen companies invest more in training and exposure to mental health rise exponentially. The rise in training has led to a rise in discussions of mental health. The rise in discussions about mental health has led to a reduction in mental health issues.
As with all things in life, open communication makes everything a little easier.
Ben Grimwade
Software Engineering Manager, Just Another Tech Lead
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