Next in our Changing Workplace series, our Director of HR explores important issues surrounding mental health. Here’s what every employer needs to know.

There’s a quote I keep on my desk that continues to feel especially relevant these days:

“Start where you are. Use what you have. Do what you can.”       

-- Arthur Ashe

It’s a reminder that meaningful change doesn’t require perfection or unlimited resources - just commitment and action. And when it comes to supporting employee mental health in the workplace, nothing could be more true.

Today, mental health is no longer a side conversation. It’s a central business issue, one that affects productivity, hiring, retention, reputation, and risk. How does mental health show up at work? What role do employers play? And what are your responsibilities? Here's a practical, real-world look at where we are and where we need to go when it comes to mental health.

The Current Landscape

Here’s a reality check: It's likely that someone on your team is struggling. The National Institute of Mental Health reports that 1 in 5 experience mental illness.

Burnout, depression, ADHD, anxiety, and stress-related issues don't stay at home. They show up as missed deadlines, turnover, low engagement, and, yes, higher healthcare costs.

If we want to be an Employer of Choice - and many of us do - we have to address the full spectrum of mental health in our workplaces.

Mental Health Versus Mental Wellness  

The terms are often used interchangeably, but they're not the same.

🌫️Mental Health is about our emotional, psychological, and social well-being - how we think, feel, act, and handle stress. It includes conditions like anxiety, depression, or ADHD.

🏞️Mental Wellness is the active pursuit of habits and environments that support resilience and performance, such as managing workloads, taking time to recharge, practicing self-care, and a sense of purpose.

In a workplace context, mental health might show up as a medical diagnosis, while mental wellness shows up as energy, focus, and collaboration. It’s not about eliminating stress (that’s impossible). It's about preventing work pressures before they become harmful.

How We Got Here

Today, talking about mental health has become more mainstream. But it wasn’t always that way. Here's a quick timeline:

🏭Industrial Era. The focus was on physical safety and compliance. Mental health? Not discussed.

💼1990s - 2010s. Employee Assistance Programs (EAPs) and behavioral benefits emerged, but stigma and lack of awareness kept usage low.

🚶2010s. The “whole person” approach emerged as research linked mental health to engagement, retention, and performance.

💙Last 5 years. Everything changed. The pandemic, social unrest, and digital overload catapulted mental health to the top of workplace agendas. Today, ignoring it isn’t just risky - it’s costly.

What's Behind Today's Mental Health Crisis? 

Here’s what we see driving mental health challenges in today’s workplace:

🌪️Digital Overload. Notifications, pings, and blurred boundaries mean employees never fully unplug.

Sound familiar? These aren’t exceptions. They’re everyday realities.

The Employer's Role (Yes, You Play One)

It's true: employers aren't therapists. But they do shape the environment where people either thrive or struggle. While employers are not expected to solve every issue, they are responsible for providing a supportive work environment, as well as access to the resources needed to get help.

That includes:

✔️Meeting legal obligations under OSHA, ADA, and anti-discrimination laws

✔️Providing access to mental health care resources and reasonable accommodations

✔️Creating an environment where people feel safe speaking up

The Costs & ROI

According to a Deloitte study, 94% say they care about employee mental health, yet 68% admit they’ve taken little action. That disconnect is real, and it’s costing us. Healthcare premiums per employee rose 28% between 2020 and 2024. Stress-related absences are climbing, and so is turnover.

But here’s the good news.

The ROI of investing in mental health means significant cost savings. For every dollar spent on mental health, there's a return of about $4 due to improved productivity and fewer absences from work. Plus, businesses that prioritize mental health experience a 5.5% higher retention rate.

What Employers Can Do 

Here’s where Arthur Ashe’s words come into play:

“Start where you are. Use what you have. Do what you can.”

Start with what’s practical and impactful. Here are a few steps:

1. Leverage EAP Benefits

An Employee Assistance Program (EAP) offers confidential support to employees and their families for personal and work-life challenges. This includes assistance with mental health issues such as stress and anxiety, as well as financial difficulties and referrals for childcare and elder care. 

Pro Tip: Never attempt to diagnose an employee. Even if behaviors suggest a mental health condition that you are familiar with, stay in your HR role and consider leveraging your company’s EAP.

An EAP counselor can identify issues, recommend solutions, and provide guidance on specialized services, as well as arrange referrals if the employee chooses to use this benefit.

2. Treat Mental Health Conditions as you would other Medical Health Conditions.     

Requests for accommodations, especially related to ADHD, Generalized Anxiety Disorder, Depression, and other mental health conditions, are on the rise. Treat these requests as you would any other health condition -- because legally, they are. Gather the appropriate medical documentation, engage in the interactive process, and provide reasonable accommodation where applicable. This might mean flexible schedules, modified duties, and time off for treatment.

➡️➡️READ MORE: Are Your Benefits Keeping Up?

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3. Respond to Changes in Employee Behaviors

Use surveys, performance data, and absenteeism trends to spot changes in employee behavior and identify pressure points. Talk to employees who display warning signs of stress or unusual behavior that may suggest they need additional support.

4. Normalize the Conversation

Different generations view mental health differently. While many older employees may hesitate to talk about mental health, younger workers tend to be more open to discussing mental health conditions and treatments.

5. Equip Managers

Many managers want to help, but don’t know how. Start by training teams on:

☑️Recognizing signs of distress

☑️Having supportive conversations

☑️Knowing when and how to involve HR or EAP resources

6. Put Policies in Place

Review leave, anti-discrimination, and performance management policies through a mental health lens.

7. Monitor & Adjust

Audit your culture regularly. Are after-hours emails expected? Do people feel they can unplug? Is burnout rewarded with praise or discouraged through balance? These cues matter.

➡️➡️Link #2READ MORE: How to Build a Cost-Effective Employee Benefits Package

8. Get Expert Guidance

Navigating mental health can get complicated, so when in doubt, seek guidance from HR and/or legal counsel. They can help with compliance issues and best practices for providing reasonable accommodations and assessing disability qualifications.  

Get Started

As Director of Human Resources, I’ve learned that everyone brings something different to the table. We all work differently. We all recharge differently. And when workplaces acknowledge that - and offer flexibility and support - people thrive. And they choose to work for you.

You don’t have to be perfect. You just have to start.

“Start where you are. Use what you have. Do what you can.”

Because when your people are at their best, your business is too.

Not sure where to start? That’s okay. We’re here to help.

ABOUT THE AUTHOR

Jada Magiera, SHRM–SCP, Director of Human Resources for Propel HR and a trusted advisor to businesses navigating the evolving workplace. With more than 15 years of experience in HR strategy, compliance, and employee engagement, she’s passionate about helping businesses build an inclusive workplace where people love to work.

🔶Get more expert guidance in our “Changing Workplace” series, including insights on  What’s Next for DEI and Navigating the Flexible Work Era.

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About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com