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Mental Health Awareness Month

More Good Days at Work: Supporting Mental Health in the Workplace

Posted on May 01, 2026

A good day at work doesn’t always mean a productive one. For many employees, it means making it through feeling steady, supported, and connected to the people around them. This May, Mental Health Awareness Month is an opportunity for employers and employees alike to reflect on what mental wellness looks like in the workplace, and what it takes to build more of it.

Why Workplace Mental Health Matters

Mental Health Awareness Month has been observed every May since 1949, but the urgency behind it is anything but routine. More than half of full-time employees report feeling burned out due to their job in the past year, and more than four in ten say they are concerned about their own mental health, up significantly from just two years ago.

The workplace plays a direct role in that picture. Three in four employees say it’s appropriate to discuss mental health at work, yet nearly half worry they would be judged for doing so. The gap between what people believe and what they’re willing to do is where employers have the most influence.

Mental health also has measurable consequences for safety and performance. Employees dealing with untreated stress, anxiety, or burnout are more prone to distraction, errors in judgment, and workplace accidents. For industries where physical safety is already a priority like construction, healthcare, logistics, and field services the connection between mental wellness and on-the-job safety is direct and significant.

Mental Health by the Numbers

Data from the National Alliance on Mental Illness (NAMI) makes a clear case for action:

- More than half of employees (53%) report feeling burned out due to their job in the past year.
- Employees at companies that offer mental health training are significantly more likely to feel their company prioritizes their wellbeing (69%) compared to those without training (40%).
- Employees who feel their mental health is supported are twice as likely to report no burnout or depression.
- Only about six in ten employees know how to access mental health care through their employer-sponsored health insurance even when it’s available.

These numbers reflect a familiar pattern: the resources often exist, but the awareness and culture to use them do not.

Supporting Mental Health at Work

Different roles and industries carry different stressors, but the building blocks of a mentally healthy workplace are consistent.

Reduce Stigma, Start Conversations

- Normalize mental health as a workplace topic, not something reserved for crisis moments. Leaders who speak openly set the tone for everyone else.

- Fewer than three in ten managers have received training on how to talk about mental health with their teams. Investing in that training has measurable returns for morale, retention, and safety.

- Check in with employees genuinely and regularly, not just about deadlines, but about how they’re doing.

Make Resources Visible and Accessible

- Clearly communicate what mental health benefits are available, including Employee Assistance Programs, counseling services, and mental health days.

- More than half of employees report they have not received training about their workplace’s mental health resource offerings. Awareness is as important as access.

- Remove friction wherever possible. Employees shouldn’t have to navigate a complicated process to get support when they need it most.

Build It Into Your Safety Culture

- Treat psychological safety the same way you treat physical safety: with clear standards, regular training, and visible leadership commitment.

- Encourage employees to raise concerns about workload, stress, or wellbeing so they can be addressed appropriately and early.

- Build recovery time into workflows, especially for roles with high physical or emotional demands.

Support Individual Wellbeing

- Encourage employees to use their mental health benefits and model that behavior from the top.

- Promote healthy habits that support mental wellness like adequate rest, manageable workloads, and meaningful connection with colleagues.

- Recognize that what a “good day” looks like is different for every employee. Flexibility and empathy go a long way.

How HEMIC Supports Your Workplace

Mental health is an integral part of a safe, productive workplace and HEMIC is here to help. HEMIC policyholders have access to the HEMIC Safety Suite at no additional cost, an online portal with training resources, compliance tools, and practical support to help employers build stronger safety and wellness programs. If your organization is looking to develop or strengthen a workplace wellness program, HEMIC’s Safety Risk Management consultants can help create a customized plan for your workforce.

Visit the HEMIC Safety Suite for more resources on workplace health and safety. To connect with a Safety Risk Management consultant, contact safety@hemic.com.

Learn more about HEMIC Workers’ Compensation.

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