An Employer’s Guide to Supporting Mental Health in the Workplace

Quick look: Employee mental health has become a growing priority for workplaces across every industry. As millions of Americans navigate mental health challenges each year, employers have an opportunity to create supportive workplaces where employees feel understood and equipped to succeed. Observed every May, Mental Health Month is a timely reminder that workforce well-being should be an ongoing commitment, not a once-a-year conversation. Read on to explore the history of Mental Health Month, strategies for supporting mental health in the workplace, and why comprehensive benefits are essential for attracting and retaining today’s talent.

Mental health affects employees at every level of an organization, influencing everything from engagement and productivity to retention and culture. According to the Centers for Disease Control and Prevention (CDC), roughly one in four U.S. adults experiences a mental health condition, making mental wellness support an increasingly important part of the employee experience.

For employers, that means creating a workplace where employees feel supported both professionally and personally. From flexible work arrangements and mental health benefits to leadership empathy and wellness resources, organizations that prioritize well-being are often better positioned to attract and retain talent in today’s workforce.

About Mental Health Month

Mental Health America (MHA), a national nonprofit, founded Mental Health Awareness Month in 1949. Following the Great Depression and two world wars, what was then called “mental hygiene” first entered the public conversation, and legislation and healthcare facilities began to advocate for mental wellness.

In 2026, the Mental Health Month theme is “More Good Days, Together.” It invites individuals and communities to reflect on what a “good day” looks like, and to use that vision to make more good days possible for others by connecting them with the right support and spreading awareness on the importance of mental well-being.

MHA also encourages people to wear green throughout May, the official color of mental health awareness, representing renewal, hope, and vitality. Buildings and structures across the country are invited to light up green to honor Mental Health Month and spread awareness at the community level.

Mental health at work: why it matters for employers

Understanding the state of mental health at work is the first step toward taking action.

The National Alliance on Mental Illness (NAMI) 2025 Workplace Mental Health Poll found that 25% of employees say they have considered leaving their jobs due to mental health concerns. However, 42% worry about how sharing these concerns might affect their career, highlighting the need to nurture a work environment where people feel psychologically safe.

Mental health challenges at work can look like:

• Decreased employee engagement and focus
• Higher rates of absenteeism and presenteeism (i.e., when employees show up physically but aren’t fully present)
• Difficulty with daily functioning, collaboration, and decision-making

The business impact can be significant, too:

• According to the World Health Organization, 12 billion working days, worth $1 trillion, are lost worldwide each year due to anxiety and depression
• Employees without access to mental health training are nearly twice as likely to report productivity declines due to their mental well-being as those who received training
• Adults with private insurance who are treated for anxiety or depression spend almost twice as much on annual out-of-pocket healthcare costs as those without a mental health diagnosis, expenses that can influence employer healthcare spending

The benefits of supporting staff mental wellness are just as clear. NAMI also found that over 80% of employees say mental healthcare benefits are important to building a positive workplace culture, meaning prioritizing mental health in the workplace is both a compassionate move and a competitive one.

7 strategies to promote mental health at work

The most effective approaches to reduce stress and improve mental health at work combine robust benefits with a culture that normalizes well-being conversations and gives staff tools to support themselves.

Here are some workplace mental health resources and strategies that employees value most:

1. An employee assistance program (EAP)

An employee assistance program, or EAP, is a work-based resource designed to help employees address personal challenges before they escalate and affect performance.

Through an EAP, workers can confidentially access support for:

• Depression
• Anxiety
• Stress
• Grief
• Relationship or family difficulties
• Substance use and recovery support

Many EAPs also provide a variety of other services related to financial wellness, legal assistance, identity theft and fraud resolution, and caregiving resources. Plus, they’re typically low-cost for employers to offer and free for employees to use.

2. Telehealth access

Even years after the COVID-19 pandemic, virtual healthcare remains a popular care option, with 71% of physicians reporting participation in telehealth sessions on a weekly basis.

Adding or expanding telehealth services gives employees fast, convenient access to mental health providers. And since many standard health plans now include telehealth at little or no additional cost, it’s one of the most accessible ways to strengthen mental health resources.

3. In-office wellness spaces

Not every personal need can wait until the end of the workday, and creating space for employees to step away and reset can reduce workplace stress. A calm, dedicated wellness room that’s quiet and private signals that mental health is taken seriously.

Luckily, setting one up doesn’t require a major investment. Comfortable seating and soft, adjustable lighting can go a long way, as migraines and light-sensitive headaches are a common reason people use wellness rooms.

4. Flexible work arrangements

Flexibility consistently ranks among the top benefits employees seek, with 98% of workers wanting to work at least part of the time remotely, and it’s also one of the most impactful ways to promote mental health on the job.

Creating a work environment that encourages people to set reasonable work boundaries, prioritizes mental and physical health, and gives employees options in where and how they work helps boost workplace morale and can be a valuable recruiting tool.

5. Leadership involvement and empathy

One of the most powerful tools to support your workforce’s mental health is already inside your organization: your leadership team.

When managers and executives openly acknowledge workplace stressors, respond to their teams with genuine compassion, and reinforce that seeking support is a sign of strength rather than weakness, they help establish psychological safety at an organizational level.

When appropriate and comfortable, leaders who share their own experiences can further reduce stigma and model the behavior they want to see.

6. Mental health-focused events

Structured programming throughout the year reinforces that mental health is an organizational priority, not just a talking point during May. Stress awareness days, mental health screenings, educational lunch-and-learns, and similar events can all demonstrate that well-being is embedded in company culture.

7. Required mental health offerings

Beyond voluntary initiatives, it’s important to know which mental health protections are legally mandated. Key mandates include:

• The Mental Health Parity and Addiction Equity Act (MHPAEA): Requires employers with 50 or more employees to cover mental health, behavioral health, and substance use disorders on equal footing with physical health coverage.
• The Americans with Disabilities Act (ADA): Limits employers’ ability to ask employees about disabilities, including mental health conditions.
• The Family and Medical Leave Act (FMLA): Requires eligible employers to provide up to 12 weeks of job-protected leave, including for qualifying mental health situations. (Note: State and local jurisdictions may have their own paid and unpaid leave requirements. Always reference the laws applicable to your specific location.)
• Reasonable accommodation and anti-discrimination protections: Employees with mental health conditions may be entitled to workplace confidentiality, protection from harassment and discrimination, and accommodations that allow them to perform their roles effectively.

Building a holistic benefits strategy

To adequately support your workforce’s mental health means designing a benefits package full of plans that work together to address their whole lives. When a strong medical insurance plan with behavioral health coverage is paired with an EAP and flexible work options, employees are more likely to feel valued, understood, and healthier overall. And perhaps most important of all, well-rounded benefits can prevent stress from building in the first place.

The content of this article and other material on the ExtensisHR website are for informational purposes only and are not intended as a substitute for medical or professional advice. If you or someone you know is in crisis, dial 988 to reach a trained 988 Lifeline counselor, available 24/7.