How does mental health affect organisations?

Recent data reveal that roughly 15 percent of working adults in the UK live with a diagnosable mental health condition, and nearly 60 percent report stress directly related to their jobs. Across the globe, depression and anxiety now account for some 12 billion lost working days each year. Every unproductive or absent day can cost an employer between £200 and £350, while the knock-on effects – burnout, low engagement, high turnover – chip away at performance and morale. Clearly, mental health isn’t a “personal” issue alone; it has profound implications for teams, productivity, and the bottom line

What are the workplace mental health risk factors?

According to Gettysburg College, the average person spends 90,000 hours at work – a testament to how critical the work environment is to overall wellbeing. Key risk factors include:

1. Stress

The 2025 Burnout Report found that one in five workers takes time off due to stress-related ill health. Chronic stress stems from excessive workloads, unclear expectations, tight deadlines, poor management, job insecurity and strained colleague relationships. Over time, unchecked stress leads to burnout, diminished performance and chronic health issues.

2. Work-Life Balance

Maintaining clear boundaries between professional and personal life is essential. Since the pandemic, 54 percent of tech-sector employees log extra hours on evenings or weekends, and over 25 percent struggle to “switch off.” While remote and hybrid models offer flexibility, they also blur lines between work and home. A survey by Spill reports that 64 percent of employees in smaller firms (10–100 staff) feel guilty about taking annual leave – and 30 percent end up taking less leave than they’re entitled to.

3. Stigma and Discrimination

The 2025 NAMI Workplace Mental Health Poll highlights that, despite general sympathy among colleagues, stigma still prevents open conversations about mental health. Fear of judgment or negative career consequences stops employees from seeking help, worsening stress and impairing productivity. Under the Equality Act 2010, certain mental health conditions qualify as disabilities, requiring reasonable adjustments and protection from discrimination.

What can employers do to create a supportive workplace?

Organisations that actively nurture mental wellbeing build resilience, loyalty and performance. There are many things that employers can, and should, do to promote mental health including:

1. Foster balance and boundaries

Encourage employees to protect their time – promote regular lunch breaks, discourage after-hours communications and respect personal calendars. Offer flexible schedules or compressed hours where possible. A study by Aviva found that 41 percent of employees cite work–life balance as their top attraction factor, scoring even higher than salary. Leaders must model these behaviours, taking their holidays and avoiding weekend emails to show that balance is valued.

2. Implement a mental health policy

A formal policy embeds mental health into your organisation’s core values. It should outline support pathways (e.g., employee assistance programmes, counselling referrals), detail confidentiality protocols, and explain how to request reasonable adjustments. Make the policy easily accessible – in onboarding materials, staff handbooks and on your intranet – to demonstrate an ongoing commitment.

3. Mental Health Training

The World Health Organization recommends mental health training for both managers and employees. Manager training equips leaders to recognise early warning signs – such as mood changes, performance dips or increased absence – and to respond appropriately, whether by adjusting workloads or guiding individuals to professional resources. Employee workshops on stress management, resilience and self-care help normalise mental health discussions and empower staff to monitor their own wellbeing.
All evidence shows that poor mental health inflicts real costs on individuals and organisations alike. By creating a culture of open dialogue, clear boundaries and mutual support, employers can transform their teams into communities of care – reducing absence, bolstering engagement and safeguarding their bottom line.
For further reading and practical guidance, explore:

– Mind ‘Top tips for staying mentally healthy at work’
– World Health Organisation “Mental Health at Work’
– NHS ‘Mental Health Services’
– NHS Urgent Help for Mental Health

Let’s use Mental Health Awareness Week 2025 to reaffirm our commitment to one another’s wellbeing – today and every day.