Mental Health Awareness Month brings essential attention to an increasingly urgent workplace issue. While many organizations are taking initial steps to support mental well-being, most employees are still not receiving the level of support they need to thrive. This month presents an opportunity to go further, by not only acknowledging mental health challenges but embedding solutions into the everyday employee experience through thoughtful policies, inclusive culture, and transparent Total Rewards Communication.
Mental Health Is a Workplace Issue And an Opportunity
Mental health stressors remain widespread. According to SHRM, nearly one in three U.S. workers say they “often or always” feel stressed because of their job. Younger employees report these experiences more frequently (37%), highlighting the growing urgency to address burnout across generations.
At the same time, the American Psychological Association (APA) reports that 92% of employees say it is important to them to work for an organization that values emotional and psychological well-being. Respect for time boundaries is also a top priority, with 95% of employees saying it’s important their employer respects the separation between work and personal life. These insights show that employees are not just asking for mental health support, they expect it. Forward-thinking organizations are recognizing that mental health is not a standalone initiative; it’s a strategic priority that must be integrated across the workplace ecosystem
Preparing to Support Employee Mental Health
According to insights from SHRM, 65% of HR professionals in 2025 feel prepared to support employee mental health, a decline from 70% the year prior. Only 1 in 4 organizations (25%) say they take a preventive approach, focusing on avoiding mental health challenges before they arise, while others focus more on reaction or try to strike a balance.
The Power of Fulfillment and Recognition
Mental health support is not only about reducing stress; it is also about increasing fulfillment. According to SHRM, more than half of employees now say they feel fulfilled at work, with a strong correlation between feelings of fulfillment and retention. When employees feel appreciated, supported by leadership, and valued for their contributions, they are less likely to seek new opportunities elsewhere.
The APA also found that employees who feel their organization supports mental health are significantly more likely to be satisfied with their job and to recommend their employer to others. This reinforces that mental health is not a siloed benefit, it shapes the broader employee experience and organizational reputation.
Strategies for Supporting Employee Mental Health Holistically
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Make Mental Health a Visible Part of Your Total Rewards Communication
When employees are unaware of the support available to them, they are far less likely to take advantage of it. Use Total Rewards Statements to highlight offerings like counseling services, mental health days, EAPs, and wellness stipends. When communicated as part of the complete value of employment, these benefits feel less like add-ons and more like essentials. -
Train Managers to Be Mental Health Allies
According to SHRM, 53% of employees say their manager is not equipped to support mental health challenges. Training managers to recognize signs of burnout, have empathetic conversations, and promote available resources can bridge this critical gap. -
Normalize Conversations About Mental Health
Creating a culture of psychological safety requires more than just benefits. Use internal campaigns to promote transparency, share mental health stories, and reinforce that seeking support is encouraged, not penalized. -
Go Beyond Benefits to Address Workplace Contributors
APA’s research highlights that workload management, respect at work, and autonomy all play a role in well-being. Consider flexible schedules, realistic performance expectations, and clear communication as mental health interventions in their own right.
Making Mental Health a Lasting Priority
Mental Health Awareness Month should be more than a check-the-box campaign. It’s a prompt to assess whether your workplace truly supports well-being in meaningful, measurable ways. By embedding mental health into your Total Rewards strategy, HR teams can provide clarity, reduce stigma, and show employees that support is not just offered, it’s expected.
Looking to elevate how you communicate mental health benefits year-round?
