How Should Companies Approach Mental Health Stigma in the Workplace?
Navigating mental health stigma in the workplace requires actionable strategies and genuine understanding. This article delves into practical approaches, fortified with insights from leading experts, to foster a stigma-free environment. Gain an edge in creating a supportive culture that values mental well-being as much as productivity.
- Prioritize Mental Health Alongside Productivity
- Offer Comprehensive Mental Health Benefits
- Create an Open, Supportive Environment
- Normalize Taking Mental Health Days
- Train Team Members as Mental Health First Aiders
- Implement Mental Health Days Without Stigma
- Encourage Storytelling to Reduce Mental Health Stigma
- Normalize Mental Health Conversations
- Create a Supportive Culture for Mental Health
- Treat Mental Health Like Physical Health
- Integrate Mental Health Check-ins
- Normalize Stress Management and Mindfulness
- Adopt a Trauma-Informed Approach to Mental Health
- Lead by Example in Mental Health Awareness
- Executives Should Model Mental Health Openness
Prioritize Mental Health Alongside Productivity
Companies should approach and address mental health stigma within the workplace by acknowledging their significant role in shaping employees’ perceptions of mental health, particularly in the context of work and financial competition. A responsible and human-centered strategy involves fostering an environment where mental health is prioritized alongside productivity, ensuring the workplace remains effective and sustainable.
- Education and awareness programs can equip employees with knowledge about mental health issues, helping to dismantle stigma by normalizing these discussions.
- Open communication, championed by leadership, encourages employees to share their experiences without fear of judgment, while accessible support systems—such as counseling, employee assistance programs, or tools for managing workload—provide practical resources. For example, offering time management workshops or productivity training can help employees navigate their responsibilities with realistic strategies, reducing stress and preventing burnout.
- Additionally, policy changes like flexible work arrangements, designated mental health days, or programmed rest periods signal a genuine commitment to well-being. Companies can further promote self-nourishment times by encouraging regular breaks for activities that rejuvenate employees, such as short walks, meditation, or simply stepping away from their desks. Incorporating scheduled rest into the workday, such as mandatory breaks or access to quiet spaces, can also help maintain focus and prevent fatigue.
By integrating these efforts, companies not only support their employees’ mental health but also reinforce the workplace’s continuity and success, aligning with the understanding that a healthy workforce is essential for long-term productivity.
Charlotte Diaz
Junior Psychotherapist and Mental Health Consultant, Tykes and Teens
Offer Comprehensive Mental Health Benefits
Companies can take a concrete step toward destigmatizing mental health by offering comprehensive benefit packages that include coverage for outpatient therapy and psychiatry (not just an EAP). It’s also important to ensure that there are enough available therapists in-network for the insurance to be usable for mental health! Too many employer-sponsored health plans theoretically include behavioral health benefits, but have few available in-network providers. This leaves people with no choice but to pay significant amounts out of pocket to access care.
When you can see a physical therapist through insurance but not a psychotherapist, it sends the message that mental health is just not as important as physical health. In short, companies should assume that all or at least most of their employees will need access to mental health services at some point, and act accordingly.
Sofía Escudero
Psychotherapist, Sofía Escudero, LCSW
Create an Open, Supportive Environment
First off, creating an open and supportive environment is so important. People need to feel they can talk about their struggles without fear of judgment or negative repercussions. One way to do this is through leadership modeling. When leaders openly discuss mental health and share their own experiences (if they’re comfortable, of course), it sets the tone for the entire company. It shows vulnerability is okay and encourages others to come forward. We’ve had team members share their stories about managing stress and anxiety, and those moments have been incredibly powerful in breaking down barriers.
A practical tip I can share is to implement a “mental health check-in” during team meetings. It doesn’t have to be a deep dive, but simply asking everyone how they’re doing, both personally and professionally, opens the door for people to share if they need support. This regular check-in normalizes the conversation around mental health. It also signals that it’s okay not to be okay. I remember one instance where a team member mentioned feeling overwhelmed with their workload during a check-in. This prompted a discussion, and we redistributed tasks to alleviate the pressure. Small actions like these can make a big difference in preventing burnout and promoting overall well-being.
Matt Little
Owner & Managing Director, Festoon House
Normalize Taking Mental Health Days
In construction, stress runs high, and for years, no one really talked about mental health. It was that old-school “tough it out” mentality, which only made things worse. I knew we had to change that if we wanted a team that wasn’t just physically strong but mentally strong too.
One of the biggest things we did was normalize taking mental health days. A few years ago, I noticed that burnout was creeping into the crew, mistakes were happening, productivity dipped by 17.8%, and overall morale was lower. We made it clear that calling in for a mental reset was just as valid as staying home with the flu. The first year we implemented it, unplanned absences actually dropped by 22.4% because guys weren’t waiting until they hit a breaking point.
The key is leading by example. If employees see leadership brushing off stress or never taking a break, they’ll do the same. But when they see it’s okay to acknowledge when they’re struggling, it shifts the culture. A healthier team means better work and fewer avoidable mistakes.
Daniel Roberts
Chief Executive Officer, Lava Roofing
Train Team Members as Mental Health First Aiders
One of the most practical ways we’ve addressed mental health stigma in our workplace is by training multiple team members as Mental Health First Aiders (MHFA). In the US, MHFA training equips individuals with the skills to recognize, support, and direct colleagues struggling with mental health challenges. Having trained team members means there’s always someone available who understands how to listen, offer guidance, and normalize conversations around mental health.
This initiative has fostered a culture of openness and understanding, making it easier for employees to discuss mental health without fear of judgment. It has also helped managers recognize signs of stress or burnout early, allowing for proactive support rather than reactive interventions. By embedding mental health awareness into our company culture, we’ve made it clear that well-being is just as important as performance, and that no one has to struggle in silence.
Ryan Stone
Founder & Creative Director, Lambda Video Production Company
Implement Mental Health Days Without Stigma
Addressing mental health stigma in the workplace starts with creating an open and supportive environment where employees feel safe discussing their well-being. We make it a priority to check in with our team regularly, ensuring they know their mental health is just as important as their physical safety on the job. With over 20 years of experience running a family-owned business, I’ve seen firsthand how stress and burnout can impact performance and morale.
One of the most effective steps we took was implementing a policy that allows employees to take a mental health day without stigma or fear of judgment. As a certified arborist and business owner, I understand that working in tree services can be physically demanding, and if someone is not mentally in the right place, it can lead to dangerous situations. By openly discussing mental health and leading by example, we’ve built a culture where our team supports each other, leading to a more productive and positive work environment.
A great example of this in action was when one of our employees, who had been with us for several years, started showing signs of stress and fatigue. Instead of ignoring it, we had a private conversation where he shared that personal struggles were affecting his work. Because we had already established a workplace culture that valued mental well-being, he felt comfortable asking for a few days off to reset. When he returned, he was more focused, motivated, and grateful to be part of a company that truly cares. That experience reinforced how essential it is for businesses to proactively support mental health, and it’s something I encourage all business owners to prioritize.
Amaury Ponce
Business Owner, Ponce Tree Services
Encourage Storytelling to Reduce Mental Health Stigma
Addressing mental health stigma in the workplace requires a combination of education, open dialogue, and supportive policies. A practical and effective strategy is to implement storytelling initiatives—encouraging leaders and employees to share their personal experiences with mental health.
For example, some companies have launched “mental health ambassador programs” where employees volunteer to share their stories through newsletters, team meetings, or internal events. When leaders openly discuss their own challenges—whether it’s coping with anxiety, burnout, or therapy experiences—it normalizes mental health conversations and reduces stigma.
Additionally, integrating mental health resources directly into company culture is crucial. This can include:
- Offering Employee Assistance Programs (EAPs)
- Providing mental health days alongside traditional sick leave
- Hosting workshops on stress management and resilience
- Training managers to recognize signs of mental distress and respond empathetically
By combining openness with concrete resources, companies create an environment where employees feel safe seeking help without fear of judgment—ultimately improving overall well-being and productivity.
Dr. Safina Naaz
Clinical Director, Hear And Heal
Normalize Mental Health Conversations
Addressing mental health stigma in the workplace is essential for creating a supportive environment. During my time as a high school department chair and working in big tech at Facebook, Apple, and Zoom, I saw firsthand how important it is to build a culture where mental health is openly discussed. This openness makes employees feel safe to express concerns and seek help without fear of judgment.
One of the most impactful ways to combat stigma is by normalizing mental health conversations. Encouraging managers to be proactive in recognizing mental health issues and offering resources—such as flexible work schedules or mental health days—can make a significant difference. My approach always involved providing clear support systems for employees, creating an atmosphere of empathy where people felt comfortable discussing their challenges.
Years ago, I wrote Inner Child Healing under my pen name, S. M. Weng, long before the topic of inner child healing became a mainstream conversation. Now, mental health topics, including inner child healing, are more openly discussed on social media and in the workplace. With this shift, I believe companies can use tools like mental health education and open discussions to further reduce stigma, which ultimately improves overall employee well-being and engagement.
For those looking for more insight into mental health and healing, my work offers a deeper dive into addressing past emotional wounds and healing from within. Creating a supportive and transparent environment in the workplace not only benefits employees but contributes to a healthier, more productive workforce.
Susye Weng-Reeder
CEO | Google Verified Public Figure | Author | Creator, Susye Weng-Reeder, LLC
Create a Supportive Culture for Mental Health
The stigma of mental health in the workplace feeds on secrecy. Businesses need to build a culture in which the workers are comfortable speaking about their issues without judgment. Leadership is key. When managers and CEOs speak candidly about mental health, they create a trend. The leader who speaks about their experience with therapy or burnout sends a message that getting help is acceptable. This openness creates an environment where workers do not feel embarrassed but rather supported.
Education is key. Mental health training must be as ubiquitous as cybersecurity training. Employees must be able to identify stress, anxiety, and burnout in themselves and others. One organization had a peer-support program where trained staff acted as mental health champions. Employees were more at ease talking to a peer, leading to more early intervention and less absenteeism.
Mental health services need to be visible and stigma-free. An Employee Assistance Program is not working if workers are afraid of being stigmatized as weak for seeking it. One firm removed the distinction between physical and mental health leave so that workers could take a “wellness day” without needing to give a reason. The change made mental health care mainstream and boosted productivity.
Workplace culture determines how workers experience mental health. True change involves leadership, education, and active policy that makes mental health support available and standard.
Natalie Buchwald
Founder, Manhattan Mental Health Counseling
Treat Mental Health Like Physical Health
Workplaces need to treat mental health as they do physical health. If someone came in with a broken arm, no one would question why they needed time off. The same mindset should apply to mental well-being. One of the best ways to break the stigma is to normalize conversations around it.
A simple but effective way to do this is by encouraging open discussions without judgment. In my team, we started having casual check-ins at the beginning of meetings. Instead of jumping straight into business, we ask how everyone is feeling, not just in work but in life. There is no pressure to share, but it lets people know they can if they want to. Over time, it has made a difference in how people support one another. It does not take a major initiative to make a workplace feel safe. Small actions, done consistently, change the way people see mental health.
Sean Clancy
Managing Director, SEO Gold Coast
Integrate Mental Health Check-ins
Mental health stigma in the workplace, particularly within the fast-paced and often demanding IT services industry, remains a challenge. Companies must move beyond simply acknowledging the issue and actively cultivate a culture of understanding, support, and proactive intervention. This resolution starts with open and honest communication from leadership, demonstrating a genuine commitment to employee well-being, not just as a matter of policy but as a core value. Training managers to recognize the subtle signs of mental distress in their team members is vital, going beyond the obvious and equipping them with the skills for empathetic and supportive conversations.
Many IT professionals rarely speak about the stress of project deadlines, the constant pressure to stay ahead of rapidly evolving technologies, and the challenge of maintaining work-life balance, especially in roles that demand 24/7 availability. The fear of appearing incompetent or jeopardizing career progression, if they express their mental status, is widespread. One often overlooked aspect is the impact of the “always-on” culture prevalent in IT, where constant connectivity can blur the lines between work and personal life. This need can contribute to sleep deprivation and burnout, which is not a medical condition but relates to feelings of energy depletion or exhaustion and increased stress levels, yet it’s rarely addressed directly in conversations about workplace mental health.
One practical approach is to integrate mental health check-ins into regular one-on-one meetings. These shouldn’t feel like interrogations but opportunities for genuine connection and support. A manager might ask, “How are you feeling outside of work tasks?” or “What support do you need to manage your workload effectively and maintain a healthy balance?” instead of focusing on project milestones. It is not about prying into personal lives but creating a space where employees feel safe to express their struggles.
Finally, technology can contribute to solutions. Companies can now use tools like internal-facing chatbots powered by generative AI that can help employees rapidly discover organization policies and information regarding mental health. These chatbots, trained on company-specific data and mental health resources, can provide a confidential and easily accessible avenue for employees to seek support. This solution provides a critical, always-available resource and reduces the initial barrier to seeking help.
Steve Fleurant
CEO, Clair Services
Normalize Stress Management and Mindfulness
Addressing mental health stigma in the workplace starts with making well-being a universal conversation rather than a reactive one. One of the most effective ways to do this is by integrating stress management and mindfulness into workplace culture—not as something reserved for times of crisis, but as a proactive tool that benefits everyone. When companies normalize conversations about stress, burnout, and emotional well-being, they shift the narrative from “mental health as a problem” to “mental health as part of human experience.”
A practical approach is embedding stress management into the workday. This could look like short, guided mindfulness breaks, flexible scheduling to prevent burnout, or leadership modeling healthy work-life balance. I’ve seen companies successfully implement optional mindfulness sessions, where employees can take a few minutes to reset, fostering an environment where self-care is seen as productive rather than indulgent.
When mental health is framed as stress management—something every employee can benefit from—it helps break down stigma and creates a culture where people feel safe seeking support without fear of judgment.
Erena DiGonis
Psychotherapist and Continuing Education Provider, EngagedMinds Continuing Education
Adopt a Trauma-Informed Approach to Mental Health
Companies should approach workplace mental health stigma through a trauma-informed lens, which recognizes that our bodies hold emotion, trauma, and memory.
Creating an emotionally and psychologically safe workplace allows employee nervous systems to regulate naturally, and will normalize prioritizing mental health and emotional well-being. Implementing brief “regulation breaks” throughout the workday encourages body awareness and validates physical needs. Simple practices like “somatic check-ins” (e.g., “What are you noticing in your body today? How is your breath?”) at the start of meetings normalize body-mind connection in professional settings.
When organizations acknowledge that bodies, not just minds, respond to workplace dynamics, team members become more comfortable discussing mental health challenges because the physical dimension of emotional experience has been destigmatized.
Kirsten Hartz
Therapist & Founder, Sona Collective
Lead by Example in Mental Health Awareness
Creating a culture of mental health treatment similar to physical health is vital. When company C-suite leads the way, discusses their personal stories of mental health, and pushes for mental health awareness, they make it less taboo. There are opportunities for the company to have mental health awareness days, workshops for mental health resources for diagnosis and treatment, and increasing awareness of their Employee Assistance Program (EAP). When people have the power to speak about such things and not be called “crazy,” they’re more likely to ensure it’s resolved when necessary, aiding company culture.
Chris Hunter
Director of Customer Relations, ServiceTitan
Executives Should Model Mental Health Openness
Mental health in the workplace is a business issue as far as I’m concerned. Incredibly important to address proactively.
You want engaged, productive employees as a leader? Then you should go first and be the example. No excuses.
If you want employees to be open about mental health, executives and managers need to model that behavior. Share your own experiences. Talk about stress management. Normalize the conversation. People follow what leadership prioritizes.
Every. Single. Time.
Oz Rashid
Founder and CEO, MSH