Five Ways That Businesses Can Help Promote The Mental Wellness Of Their Employees

In a world that demands more from employees than ever before, mental wellness at work isn’t just a perk—it’s a strategic imperative. While physical health initiatives have long been part of corporate wellness programs, the mental side of the equation is still too often ignored or under-resourced. That’s a problem.

When employees are mentally well, they are more engaged, productive, and resilient. Companies that prioritize mental health enjoy lower turnover, fewer sick days, and a healthier culture overall. In fact, a study by the World Health Organization estimates that anxiety and depression cost the global economy $1 trillion annually in lost productivity.

So, what can businesses actually do to support mental wellness in the workplace?

Here are five proven strategies companies can implement right now to create a more supportive and sustainable work culture.

1. Normalize Conversations Around Mental Health

Mental health stigma is still pervasive, especially in high-performance, high-stress industries. If employees feel like they have to “tough it out” or hide their struggles, they are less likely to seek help—and more likely to burn out or disengage.

Start by creating space for open dialogue. Encourage leaders and managers to share their own experiences with stress, overwhelm, or therapy if they’re comfortable. Normalize terms like anxiety, depression, or burnout in everyday conversation.

When I wrote Burnout Proof, I wanted to remove the shame surrounding burnout by making it real, relatable, and recoverable. This article on the Breakfast Leadership blog breaks down how leaders can model vulnerability and transparency in a way that builds psychological safety.

2. Provide Access to Mental Health Resources

Don’t just talk the talk—provide tangible support. This includes:

• Offering access to licensed therapists or coaching programs

• Partnering with mental wellness platforms like BetterHelp, Calm, or Headspace

• Including mental health care in your benefits packages

• Creating quiet rooms or recharge spaces in the office

According to Mind Share Partners, 76% of workers report experiencing at least one mental health symptom, and nearly half leave jobs due to mental health reasons. Resources are not a luxury—they’re a retention tool.

Explore more strategies in this Breakfast Leadership post on workplace wellness.

3. Train Leaders to Recognize the Warning Signs

Mental wellness initiatives fail when leadership isn’t aligned. Managers and executives are your first line of defense in identifying employees at risk of burnout, anxiety, or disengagement.

Invest in mental health first aid training. Teach leaders how to spot changes in behavior, performance, or attitude. More importantly, train them to respond with empathy rather than judgment.

A recent Gallup report found that managers account for 70% of the variance in employee engagement. When leaders know how to support their teams emotionally, companies benefit across the board.

Want to build more emotionally intelligent leadership? This article on EQ in the workplace provides a step-by-step breakdown.

4. Encourage Time Off—and Mean It

It’s not enough to offer PTO. You have to encourage its use—and model it from the top. If your leaders never take vacation, send emails at midnight, or skip lunch breaks, they’re sending a clear message that overwork is expected.

Instead, celebrate time off as a sign of smart self-management. Consider implementing:

• No-meeting Fridays or mental health days

• Minimum time-off policies (e.g., mandating at least 10 days off per year)

• Sabbatical programs for long-tenured employees

In my keynote “From Frenzy to Focus,” I emphasize how reclaiming rest is a leadership strength—not a weakness. Here’s how I teach organizations to recover focus through rest and boundaries.

5. Build a Culture of Belonging and Psychological Safety

Mental health thrives in environments where people feel they belong, are valued, and are safe to speak up. DEI (Diversity, Equity, and Inclusion) is not separate from mental wellness—it’s central to it.

You can foster belonging by:

• Inviting employee feedback and acting on it

• Creating ERGs (Employee Resource Groups) for shared identity and support

• Recognizing and celebrating diverse experiences and voices

When employees feel safe to be authentic, they are less likely to suppress emotional distress—and more likely to engage and contribute meaningfully. Check out this Breakfast Leadership blog post on how to build a culture of courage and authenticity.

Mental Wellness Is a Strategic Advantage

Companies can no longer afford to treat mental health as an HR afterthought. It is a core driver of innovation, performance, and retention.

Want to go deeper? Grab a copy of Burnout Proof or Workplace Culture, and browse the Breakfast Leadership blog for more leadership and wellness strategies.

Because when your people are well, your business will thrive.