Why mental health matters in the workplace

Published by HealthFitness on October 5th, 2026

Mental health is more than a personal issue. It is a workplace priority. For employers, employee mental health and wellbeing can influence engagement, productivity, retention, burnout, and the overall health of the workforce.

The need for support is clear. According to Gallup, as of May 2026, 48% of U.S. employees are struggling with their wellbeing, compared with 47% who are thriving. This is only the second time since Gallup began tracking employee wellbeing in 2009 that struggling employees have outnumbered those who are thriving. 


Stress and burnout remain significant concerns. Half of U.S. employees report experiencing stress for much of the previous day, while 27% say they always or very often feel burned out at work. At the same time, only one in five employees strongly agree that their organization cares about their overall wellbeing.

The good news? Supporting employee mental health does not always require a significant investment. Employers can take practical, accessible steps to help employees manage stress, build connections, take meaningful breaks, and access resources.

At HealthFitness, we know mental health and wellbeing are top concerns for our clients. Here are nine ways organizations are supporting employee mental health, even with limited budgets.

1. Create low-cost opportunities to de-stress

Employees do not always need a major program to take a meaningful break. Simple, accessible resources can give employees an opportunity to pause and reset during the workday.

Some organizations create designated de-stress stations with activities such as jigsaw puzzles, word games, and mindfulness coloring books. These spaces can provide an easy way for employees to step away from their screens and take a mental break.

2. Encourage employees to take time for themselves

Time away from work can be an important part of maintaining mental wellbeing. Organizations are finding creative ways to give employees permission to step back and recharge.

For example, one technology company introduced a "Days for Me" program that gives employees up to four days each year to focus on their mental health. Another global technology company offers initiatives such as Global Wellness Days, company-wide shutdowns, and No Meeting Fridays to create opportunities for employees to disconnect and focus on their wellbeing.

Even small changes to the workday, such as protecting lunch breaks or establishing meeting-free periods, can reinforce a culture where taking time to recharge is valued.

3. Make movement and mindfulness more accessible

Physical activity can be a valuable part of a holistic approach to mental wellbeing. Employers can make movement easier to incorporate into the workday by offering accessible group activities in person and virtually.

HealthFitness clients are offering group exercise classes such as yoga, meditation, and stretch breaks, along with stress management, resilience, and mindfulness programs.

Wellness challenges can also make healthy habits more engaging. Examples include Wellness Bingo, which encourages employees to participate across multiple dimensions of wellbeing, and Stretch Your Health, a mini-challenge that encourages employees to take breaks and incorporate stretching into their day.

The goal is not simply to get employees exercising. It is to create more opportunities throughout the workday to move, pause, and reset.

4. Help employees recognize and manage burnout

Burnout can affect employees' energy, engagement, and ability to perform at their best. Organizations can help by making information and resources easier to find before employees reach a crisis point.

One HealthFitness client in the pharmaceutical industry created a Managing Burnout Toolkit with information about the causes and symptoms of burnout, along with practical actions and habits employees can use to reduce their risk and support recovery.

The organization also launched the Mentally Fit Institute to connect employees with resilience, stress management, and mindfulness workshops.

Resources like these can help turn mental health from an occasional conversation into an ongoing part of the employee experience.

5. Use challenges to make movement fun

Wellness challenges can provide an approachable way for employees to add more movement to their day while building social connection.

HealthFitness clients use interactive, time-bound, and trackable challenges to encourage participation and make healthy behaviors more engaging. These activities can range from step and activity challenges to creative team competitions.

The key is to make participation simple, inclusive, and enjoyable, rather than another source of pressure.

6. Turn education into a reason to take a break

Mental health education does not have to require a lengthy seminar. Short, focused sessions can give employees practical information while reinforcing that mental wellbeing is something the organization values.

For example, a leading energy company offers 15-minute mental health breaks for service center employees. These sessions cover topics such as breathing exercises, mental health self-checks, and available Employee Assistance Program (EAP) resources.

Brief educational opportunities can be particularly useful for employees who may not have the time, or may not feel comfortable, participating in longer programs.

7. Create spaces where employees can recharge

A dedicated space for quiet reflection can provide employees with an opportunity to step away from a busy environment.

Some organizations have created meditation or "Zen" rooms where employees can unwind. These spaces may include comfortable seating, calming lighting, meditative music, and relaxing artwork.

The space itself does not need to be elaborate. A quiet, comfortable area with clear expectations around its use can give employees a place to pause and reset.

8. Build connection through recreation and shared experiences

Mental wellbeing is not only about managing stress. Social connection and a sense of belonging also matter.

Recreation programs, games, challenges, and contests can create opportunities for employees to connect in ways that do not feel like traditional workplace meetings.

For example, one organization hosted a "5K Your Way" event that encouraged employees to walk, run, or ride five kilometers. The event ended with a food-truck rodeo, turning a wellness activity into a social experience.

These types of programs can help organizations create a more positive workplace culture while giving employees another reason to connect with colleagues.

9. Increase mental health awareness and reduce stigma

Education can be an important first step in creating a workplace where employees feel more comfortable talking about mental health and finding support.

A growing number of organizations are offering Mental Health First Aid certification. Similar to CPR training, Mental Health First Aid teaches participants how to recognize, understand, and respond to signs of mental health and substance use challenges.

For organizations with a large population of working parents, Youth Mental Health First Aid can provide an additional resource by helping employees recognize and respond to mental health challenges among young people.

Programs like these can help create a workplace culture where mental health is discussed openly and employees know where to turn for support.

Wellness programs are only part of the solution

Employee wellness programs can provide valuable resources and opportunities to support mental wellbeing, but they are not a substitute for addressing the workplace factors that contribute to stress and burnout.

Workload, staffing, manager effectiveness, flexibility, psychological safety, workplace culture, and employees' ability to disconnect from work can all influence wellbeing.

In fact, Gallup's latest data reinforces the importance of organizational support. Employees who believe their organization cares about their wellbeing are 54% less likely to be job hunting and 3.2 times less likely to report frequent burnout. Gallup also finds that teams who believe their organization cares about their wellbeing perform better across measures including customer engagement, productivity, and profitability.

That means the most effective workplace wellbeing strategies go beyond individual activities. They combine accessible programs and resources with a broader culture that makes employee wellbeing a genuine organizational priority.

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