Prioritizing Mental Health at Work: A Key to Employee Wellness and HR Success

When an employee calls in sick with the flu, no one questions it. Medical appointments get scheduled during work hours. Physical health concerns are taken seriously, accommodated, and treated as part of normal workplace life.

Historically, mental health hasn't received the same treatment. For years, organizations treated it as something separate - a personal issue employees should handle on their own time. Workers were expected to leave anxiety, depression, and stress at the door. Mental health resources, when they existed at all, were positioned as optional benefits rather than essential support.

That divide never made sense, and it's starting to shift. HR professionals are uniquely positioned to accelerate that change. By recognizing mental health as central to employee wellness and organizational success, you can create workplaces where people feel supported, perform better, and stay longer.

Why Mental Health Should Be a

Workplace Priority

The World Health Organization defines health as "a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity." Still, when organizations think about employee health, mental wellness often takes a back seat. 

Yet when we think of health, we tend to prioritize physical well-being at the expense mental health.
~ Sandro Galea, MD, public health expert

• 44% of workers report feeling burned out from their jobs.
• Employees experiencing burnout are nearly three times more likely to be actively searching for another job.
• Major depressive disorder contributes to $210.5 billion in annual losses to the U.S. economy.
• 1 in 5 adults experiences mental illness each year, yet only 40% seek treatment.

Organizations have long understood that untreated physical health conditions become expensive. A minor injury ignored becomes a chronic problem, while regular checkups catch issues early. The same logic applies to mental health, yet many workplaces still wait for crises before offering meaningful support.

the hidden costs of neglecting mental health

The financial burden extends far beyond direct medical costs. Presenteeism - when employees are physically present but mentally checked out - costs organizations significantly more than absenteeism. Workers struggling with anxiety or depression may show up every day but operate at a fraction of their capacity. They make more errors, take longer to complete tasks, and disengage from colleagues.

Burned-out employees are also less likely to exceed expectations. Only 40% go above and beyond in their roles, compared to 56% of workers who don't feel depleted. The difference isn't about effort or ability. It's about capacity.

The ripple effects compound over time. Teams absorb the slack when one member is struggling, creating additional stress for coworkers. Managers redirect time toward addressing performance issues. High performers leave for organizations that demonstrate genuine commitment to well-being.

breaking down the stigma

Despite growing awareness, stigma remains one of the biggest barriers to addressing workplace mental health. Those who do seek help often wait years before reaching out. The workplace plays a role in perpetuating those barriers.

Common obstacles include: 

• Fear of being perceived as weak or incapable
• Concerns about confidentiality and career repercussions
• Lack of awareness about available resources
• Cultural norms that discourage vulnerability
• Leadership that doesn't model healthy mental health practices

Creating a culture where mental health is treated with the same seriousness as physical health requires intentional effort. When organizations normalize conversations about mental wellness, provide accessible resources, and demonstrate through action that seeking help is a sign of strength, employees feel safer accessing the support they need.

The Role of HR and EAP Programs in Employee Wellness

HR professionals bridge organizational strategy and employee well-being. You see the patterns that others miss: the uptick in sick days after a difficult quarter, the talented employee who suddenly seems disengaged, the department where turnover keeps climbing. Your position gives you both the insight and the authority to address mental health systematically.

Employee Assistance Programs provide one of the most direct pathways to making that happen. Unlike benefits that employees access only when problems reach a crisis point, well-designed EAPs offer preventive support and early intervention that can stop small concerns from becoming major issues.

What eap programs offer

EAPs extend far beyond the traditional model of a phone number employees can call during emergencies. Modern programs provide confidential access to licensed counselors, life coaches, and specialists who can address everything from day-to-day stress to complex personal challenges. 

The confidentiality aspect matters. Employees can seek help without worrying that their manager will find out or that it will affect their career trajectory.

EAP services are often available to the employee's entire household, recognizing that family stress affects workplace performance. When an employee's teenager is struggling or an aging parent needs care, those concerns don't disappear during work hours.

eap programs: a Resource for stress and emotional support

Employee Assistance Programs often provide multiple touchpoints for support:

• Face-to-face counseling sessions with licensed professionals
• Crisis intervention and immediate support for urgent situations
• Work-life resources including childcare assistance, eldercare guidance, and financial counseling
• Management consultation to help supervisors support struggling team members
• Educational resources and workshops on stress management, resilience, and mental wellness

The versatility of these services means employees can get help matched to their specific situation. Someone dealing with workplace conflict needs different support than someone managing anxiety or navigating a major life transition.

3 HR strategies for promoting mental wellness

EAP programs work best when embedded within a broader culture of mental health support. HR can drive that culture through several strategic approaches.

1. leadership buy-in for mental health initiatives

Leadership sets the tone. When executives and managers talk openly about using mental health resources, take mental health days, and model healthy boundaries, it signals that the organization genuinely supports employee well-being. Training managers to recognize signs of distress and respond with empathy rather than judgment makes it safer for employees to speak up.

Securing leadership support requires translating employee well-being into business outcomes. When burned-out employees are three times more likely to leave, calculate what that turnover costs your organization. Compare those figures to the cost of robust mental health support. The math typically favors investment.

Frame mental health as a performance issue, not just a benefits issue. Use anonymous employee survey data to demonstrate the connection between workplace stressors and business outcomes leadership cares about.

Organizational commitment becomes visible when leaders:

• Participate in mental health training alongside managers
• Share personal approaches to work-life balance in company communications
• Visibly use mental health resources and take time off when needed

Pilot programs can reduce perceived risk. Start with a specific department, measure results over six months, and use that data to make the case for broader implementation.

2. communication is crticial

Communication matters just as much as the resources themselves. Regular reminders about EAP availability, success stories that protect confidentiality, and clear messaging about how to access services increase utilization. Many employees don't use EAP benefits simply because they forget the services exist or don't understand what's available.

Consider these practical steps:

• Include EAP information in onboarding materials and manager training
• Share mental health resources during high-stress periods like year-end or major   
  organizational changes
• Conduct confidential pulse surveys to identify sources of workplace stress
• Build mental health awareness into your wellness programming throughout the year
• Create clear processes for employees to request accommodations or adjusted workloads

3. define key performance indicators

Regular evaluation helps refine your approach. Track utilization rates, but also pay attention to leading indicators like voluntary turnover, absenteeism patterns, and employee engagement scores. When you notice positive trends, share them with leadership to demonstrate ROI and secure continued investment in mental health initiatives.

Consider establishing a cross-functional mental health task force that includes representatives from HR, benefits, operations, and employee resource groups. This group can identify emerging concerns, recommend policy changes, and ensure mental health considerations are integrated into broader organizational decisions.

The goal isn't to turn HR professionals into therapists. It's to create an environment where employees know support exists, understand how to access it, and feel safe doing so.

Benefits of Ulliance EAP Services for

Mental Health

Not all EAP programs deliver the same level of support. Comprehensive programs like Ulliance go beyond traditional phone-based counseling to offer face-to-face sessions with licensed professionals, life coaching for work-life challenges, and management consultation that helps supervisors support struggling team members effectively.

The difference shows up in accessibility and depth. When employees can meet with counselors in person and managers have expert guidance for difficult conversations, mental health support becomes practical rather than theoretical. Organizations that invest in comprehensive EAP services report stronger employee engagement, reduced turnover, and improved workplace culture.

Mental health support isn't just about preventing problems. It's about creating workplaces where people can thrive. When employees have access to the right resources at the right time, they bring more energy, creativity, and commitment to their work.

When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The Ulliance Life Advisor Employee Assistance Program can help employees and employers come closer to a state of total well-being.

Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit https://ulliance.com/ or call 866-648-8326.

The Ulliance Employee Assistance Program can address the
following issues:
• Stress about work or job performance
• Crisis in the workplace
• Conflict resolution at work or in one’s personal life
• Marital or relationship problems
• Child or elder care concerns
• Financial worries
• Mental health problems
• Alcohol/substance abuse
• Grief
• Interpersonal conflicts
• AND MORE!

References:

Mental Health Should Matter as Much as Physical Health; Psychology Today; Sandro Galea
https://www.psychologytoday.com/us/blog/talking-about-health/201903/mental-health-should-matter-much-physical-health

Mental Health Response Programs Build Supportive Workplaces; SHRM https://www.shrm.org/enterprise-solutions/insights/mental-health-response-programs-build-supportive-workplaces

2024 Workplace Wellness Research; Mental Health America
https://mhanational.org/2024-workplace-wellness-research/

Work in America Survey 2024; American Psychological Association
https://www.apa.org/pubs/reports/work-in-america/2024-workplace-health-well-being