May is Mental Health Awareness Month—a perfect time to shine a light on how mental health plays a critical role in our work lives. In today’s fast-paced work environment, mental health has become just as important as physical safety. Human Resources (HR) is uniquely positioned to foster a culture that prioritizes mental well-being, making the workplace a supportive and safe space for everyone.
Why Mental Health Matters in the Workplace
Mental health can significantly impact how people show up at work. According to the American Psychological Association, workplace stress is a leading cause of burnout and turnover. When employees feel unsupported in managing stress, anxiety, or depression, it can lead to decreased job performance, more sick days, and strained relationships with colleagues.
Supporting mental health in the workplace isn’t just the right thing to do—it’s also a smart business move. Companies that actively promote mental well-being often see improved employee morale, stronger retention, and a more positive workplace culture.
Expanding the Definition of Mental Health Support
According to SHRM, many employers are starting to broaden their mental health benefits to include more than just traditional counseling or therapy (SHRM, 2025). We’re talking about financial wellness programs, resources for managing social isolation, and strategies for preventing burnout. It’s a shift that acknowledges that mental health is multifaceted and that a one-size-fits-all approach won’t cut it anymore.
HR’s Role in Promoting Mental Health
HR has a front-row seat when it comes to implementing mental health initiatives that can make a real difference. Here are some ways HR can step up:
- Policy Development and Communication:
- Establish policies that make it clear mental health is a priority—like flexible work options, mental health days, and Employee Assistance Programs (EAPs).
- Make sure everyone is on the same page about these policies, and equip managers to spot signs of stress and burnout.
- Training and Education:
- Offer training to both managers and employees on mental health awareness and how to recognize signs of distress.
- Host workshops on stress management, coping strategies, and mindfulness.
- Creating a Supportive Culture:
- Make it okay to talk about mental health without fear of judgment or repercussions.
- Encourage peer support networks or even appoint mental health champions who can provide ongoing resources and encouragement.
- Access to Resources:
- Partner with mental health professionals to provide webinars, workshops, or even one-on-one sessions.
- Remind employees about resources like NAMI that offer guidance on recognizing signs of mental distress and seeking help.
- Measuring Impact and Adjusting Strategies:
- Check in with employees through surveys or feedback to see what’s working and what needs improvement.
- Use the data to tweak strategies and fill in any gaps in support.
Addressing Specific Mental Health Challenges
- Burnout and Work-Life Balance: HR can push for policies that promote work-life balance, such as remote work options, flexible hours, and mental health days.
- Financial Wellness: Money stress is real. Offering financial literacy workshops or connecting employees with financial advisors can be a game changer.
- Social Isolation: With more people working remotely, HR can organize regular check-ins, team-building activities, or peer support groups to keep people connected.
- Crisis Management: It’s crucial to be prepared with resources for crisis intervention, like suicide prevention training or emergency counseling services.
Mental health isn’t just a buzzword—it’s a fundamental part of a thriving workplace. HR has the power to create a culture where employees feel seen, supported, and valued. By actively engaging in mental health initiatives, HR can make a lasting impact on both employees and the organization. After all, when people are at their best mentally and emotionally, they’re at their best at work too.
References:
Agovino, T. (2024, May 2). Mental Health, HR and the Workplace. http://www.shrm.org. https://www.shrm.org/topics-tools/news/all-things-work/mental-health–hr-and-the-workplace
Huang, S. H. (2022, December 28). Supporting Mental Health in The Workplace | NAMI: National Alliance on Mental Illness. http://www.nami.org. https://www.nami.org/Blogs/NAMI-Blog/December-2022/Supporting-Mental-Health-in-The-Workplace
Mayer, K. (2025). How Employers Are Widening the Definition of Mental Health Benefits. http://www.shrm.org. https://www.shrm.org/topics-tools/flagships/all-things-work/employers-widening-definition-mental-health-benefits
van der Merwe, M., & Pretorius, A. (2025, May 6). The 6 Roles of Human Resources That Drive Business Impact. AIHR. https://www.aihr.com/leading-hr/roles-of-hr/
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