When we envision a workplace, we regard it as a professional setting where personal feelings and matters do not interfere. Many view it as a space where work and responsibilities should take precedence and a setting where individuals collaborate to accomplish organisational goals and missions.

For this, many incentives are provided to the employees. However, through all the incentives and conversations, there is a simple fact most workplaces forget to consider: individuals can’t just leave their personal matters at home, and they are affected by what happens at the workplace.

People will bring their emotional, psychological, and even physical stressors into the workplace and vice versa. Stress, burnout, and anxiety are just a few of the mental health issues that professionals face daily. These issues eventually decrease productivity, creativity, and overall job satisfaction. This not only affects the individual but also the organisation. This alone is reason enough to address and support the mental health of employees. However, the reality is quite different. Though conversations about the need for mental health services are rising among the populace, this still is a very much stigmatised topic in the workplace, where productivity and company mission reign supreme.

One of the main reasons why the topic is so stigmatised is because employees fear that they will be judged as weak or incapable if they confess to struggling. Many also worry that acknowledging that they have mental health issues might harm their future career prospects. Yet, ignoring these issues doesn’t make them magically disappear; it only worsens them.

When mental health problems are left unaddressed, they can manifest in physical problems, high absenteeism, or even sudden resignations. This is concerning not only for the employee’s health but also for an organisation’s growth. If the employees’ mental health is at risk and there is high turnover, we can’t say the organisation is doing great. Yes, there is certainly a need for financial stability, but the workforce’s well-being must also go hand in hand. A company’s success is not solely measured by its financial performance but also by the health and satisfaction of its employees.

So, how can workplaces support mental health? The first step is creating an environment where discussing these struggles is encouraged and accepted. Employers must actively promote open communication and provide resources for those needing help. Small actions can make a significant difference, whether it’s an employee assistance programme, mental health days, or encouraging regular breaks. It’s also crucial to train managers and supervisors to recognise signs of mental distress in their teams. This step is crucial because employees will not voice their struggles for fear of appearing weak. Most employees fear that they might be replaced if they cannot work properly, so they hide it instead of showing any weakness. Hence, it’s up to leaders or managers to notice these changes in behaviour, mood, or performance and act accordingly to create a workplace where voicing struggles doesn’t mean they are weak.

A crucial aspect that often gets overlooked is workload management. Many workers feel overwhelmed due to unrealistic expectations or an excessive number of tasks that are put on them. Granted that they have to accomplish tasks, that is how an organisation works, but giving them more tasks than they can handle and beyond their abilities is where the problem usually starts. This pressure leads to chronic stress, which spirals into severe mental health concerns like depression or burnout. So, we must create a culture that values work-life balance and doesn’t glorify overworking.

It’s also important to remember that mental health isn’t just about preventing illness; it’s about promoting wellness. This means creating a supportive environment where employees feel valued, heard, and respected. Recognition for hard work, growth opportunities, and a positive atmosphere can contribute significantly to someone’s mental well-being. In all accordance, this needs to happen because the upper management and the organisation believe that it is essential.

Positive changes without good intentions don’t meet expectations because the actions are done out of obligation rather than necessity. That is why so many programmes that organisations run for their employees don’t create an impact; they were never done for the right reason in the first place.

Ultimately, employees and employers must understand that mental health is just as important as physical health. Just as we wouldn’t expect someone with a broken leg to keep working without accommodation, we shouldn’t expect someone struggling mentally to function at full capacity without support.

Taking mental health seriously in the workplace should not be a privilege for the few, but it is a mindset organisations need to cultivate. Companies that invest in their employees’ well-being see better retention rates, increased productivity, and a more positive work culture. So, it’s high time that we normalise conversations around mental health at work.

Most individuals don’t just work for the paycheck but because they feel proud and happy to be there. If the organisation looks after its employees’ health, they will be loyal to the workplace. That is how it goes. Therefore, we should advocate for mental health in the workplace. It’s just a matter of prioritising it and eventually developing a culture.