Mental health has long been a taboo subject in the workplace, often relegated to quiet conversations or ignored altogether. Employees hesitate to speak up about their struggles due to fear of judgment, job security concerns, or simply a lack of awareness about available support.
As Amy Roy, SVP, Human Resources at Atlas, puts it:
“Employees bring their whole selves to work—their talents, passions, and challenges. Prioritizing mental health in the workplace isn’t just about productivity; it’s about creating a culture where people feel valued, supported, and empowered to thrive.”
Yet, as new data from the Trade Unions Congress (TUC) reveals, work-related illness is costing the UK economy a staggering £400 million per week. The British Psychological Society (BPS) has responded with a call for employers to do everything they can to support health and well-being in the workplace.
For business leaders, prioritizing mental health isn’t just a moral imperative, it’s a strategic one. A culture that supports mental well-being leads to better retention, improved productivity, and higher employee engagement.
Here’s why mental health should be at the forefront of leadership priorities and what leaders can do to foster a healthier work environment.
Why Employees Hesitate to Speak Up About Mental Health
Despite growing awareness, many employees still suffer in silence. The stigma surrounding mental health can make workers feel vulnerable, fearing that disclosing their struggles could lead to missed opportunities, exclusion, or even job loss. This reluctance is exacerbated by a workplace culture that often equates busyness with value, leaving little room for conversations about burnout or emotional well-being.
Leaders play a crucial role in breaking this silence. When leaders openly discuss mental health, they set the tone for the entire organization, demonstrating that it’s okay to seek support.
Taking Action: Steps for Leaders
The financial impact of neglecting employee mental health is undeniable. The rise in cumulative sick days due to ill health, which has increased by a third since 2010, signals a growing crisis.
Employers must take immediate action to create healthy and inclusive workplaces. The BPS emphasizes the need for organizations to prioritize well-being initiatives and contribute to broader governmental reviews on workplace health.
Here are practical steps leaders can take today:
Offer Flexible Work Arrangements: Allow remote work, mental health days, and flexible hours to help employees manage stress.
Train Managers in Mental Health Awareness: Equip team leaders with the skills to identify signs of burnout and provide support.
Provide opportunities for connections: Healthy social connections and supportive relationships are crucial for mental well-being.
Clear communication: Encourage employees to set boundaries and take regular breaks to prevent overwork and exhaustion.
Atlas' Commitment to Employee Well-being
Atlas recognizes the importance of mental health in the workplace and actively supports employees through various Social Responsiveness initiatives:
Employee Assistance Program (EAP): Every Atlas employee and their dependents have access to 24/7 counseling services for any issues that may arise, complemented by a range of online wellness resources.
Thrive Impact Community: An employee-led group offers programming on stress management, meditation, and desk yoga to help employees navigate workplace challenges.
Flexible Work Arrangements: Most Atlas employees work from home and enjoy the flexibility to balance work and personal commitments.
Workplace mental health is not just an HR issue, it’s a leadership responsibility. With work-related illness costing the UK economy hundreds of millions each week, businesses must recognize the urgency of the issue. By fostering an open culture, modeling vulnerability, and prioritizing well-being initiatives, leaders can create healthier, more productive workplaces.
When leaders lead with empathy, employees feel empowered to seek help, ultimately driving long-term success for both individuals and organizations.