Building a Mental Health-friendly Company Culture

By Karin Tierney

In the evolving landscape of the modern workplace, recognizing mental health as a cornerstone of employee well-being has become increasingly imperative. A company culture that prioritizes mental health contributes to the overall happiness and satisfaction of employees, enhances productivity and fosters a resilient, high-performing workforce.

This article highlights the importance of a mental health-supportive workplace culture and explores employer strategies to cultivate such an environment.

The Impact of Mental Health in the Workplace

The workplace is more than just a venue for professional tasks; it is a space where individuals spend a significant portion of their lives. Acknowledging the impact of work on mental health is essential for creating an environment where employees can thrive. A positive workplace culture that prioritizes mental health offers several benefits:

  • Enhanced productivity—Employees who feel supported in their mental health are more likely to be engaged and productive. A positive workplace culture promotes a sense of purpose and fulfillment, translating into improved performance.
  • Reduced absenteeism—Mental health challenges can contribute to absenteeism. A supportive workplace culture helps mitigate stressors, reducing the likelihood of prolonged absences and enhancing overall attendance.
  • Increased employee retention—Organizations that prioritize mental health are more attractive to top talent. Employees increasingly seek workplaces that value their well-being. A positive culture can contribute to talent acquisition and retention efforts.
  • Boosted innovation and creativity—A mentally healthy workplace encourages open communication and collaboration. This, in turn, fosters an environment where innovative ideas can flourish, as employees feel comfortable expressing their thoughts without fear of judgment.

Fostering a Supportive Workplace Culture

According to the American Psychological Association’s 2023 Work in America survey, 92% of workers said it’s very or somewhat important to work for an organization that values their emotional and psychological well-being. The same percentage of workers also said it’s very or somewhat important to work for an organization that provides support for employee mental health. In the dynamic landscape of contemporary workplaces, fostering a culture that prioritizes mental health is no longer just an option but a strategic priority. The understanding that employee well-being directly influences productivity, retention and overall organizational success has led to a paradigm shift in how companies approach their internal culture.

Employers are considering the following strategies for building and sustaining a company culture that supports employee mental health:

  • Establish education and awareness programs. Mental health education programs can help raise awareness and destigmatize mental health challenges. These programs may include workshops, seminars and resources that provide employees with information on recognizing and addressing mental health issues.
  • Embrace flexible work arrangements. Employers can recognize the diverse needs of employees by offering flexible work arrangements, such as remote work, flexible schedules or compressed workweeks. Providing autonomy empowers employees to manage their work in a way that suits their individual needs and promotes a healthier work-life balance.
  • Offer employee assistance programs (EAPs). EAPs provide confidential counseling and support services, which can be instrumental in helping employees navigate personal and professional challenges that impact their mental well-being.
  • Promote work-life balance. A culture that values work-life balance often discourages excessive overtime, sets clear expectations regarding after-hours communication and promotes the importance of taking breaks to recharge. A healthy balance contributes to reduced stress and burnout.
  • Train leadership on mental health. Managers and supervisors can be trained to recognize the signs of mental illness, excessive workplace stress, workplace bullying and fatigue. Moreover, they should be trained to handle potentially difficult conversations with employees surrounding their mental health. The goal is for leadership to be prepared to speak openly about mental well-being rather than avoiding the topic.
  • Reduce the stigma. Employers can build trust with employees by showing them they won’t be fired or punished for mental health issues. They can do this by openly discussing mental health in the workplace, encouraging self-care and allowing flexible scheduling for employees to get mental health treatment. Additionally, employers can educate employees on improving their mental health with training on self-care, stress management and mental health issues.
  • Create a positive physical environment. Employers can design a physical workplace with employee well-being in mind by incorporating elements (e.g., natural light, comfortable seating and relaxation areas) that contribute to a positive atmosphere.
  • Support caregiver responsibilities. An increasing number of employees are balancing their work and care responsibilities. Caregiving varies as the receiver of care may be a child, parent or other family member. While caregivers often focus on others, they should also care for their mental health. Employers can help verbalize the value of caregiving to foster a workplace culture that supports and welcomes caregivers or encourage support groups as an outlet to connect with others.

Mental health challenges are prevalent in the workplace. Fortunately, employers have an opportunity to support and foster mentally healthy workplaces.


Employers have the potential to create a working environment where employees feel supported, valued and empowered to prioritize their mental well-being. Ultimately, this can lead to a more resilient, engaged and high-performing workforce. Email us to get started today!

The content of this Newsletter is of general interest and is not intended to apply to specific circumstances. It should not be regarded as legal advice and not be relied upon as such. In relation to any particular problem which they may have, readers are advised to seek specific advice.