HR and Mental Health: How can HR Support Employee Mental Health

As an HR professional, you’re probably already interested in supporting your team’s mental health. But… Where’s the limit? What can you do and what can’t you do? In this blog, we will discuss the HR role in mental health and how to be there for your team without leaving your own needs behind. Let’s get to it!

‍

HR teams around the world use Meditopia to plan strategic benefits and build more engaged and productive teams. Ready to learn how? Contact us today for a tailored demo.

Book a Free Demo

What Are the Characteristics of a Mentally Healthy Workplace?

Before jumping to the hr role in employee wellbeing, let's talk about something key to understand your role: A mentally healthy workplace.

A mentally healthy workplace is an environment where employees feel supported, valued, and safe to be themselves. It’s a space where mental health is prioritized alongside physical well-being, and where employees are empowered to thrive both personally and professionally.

Creating such an environment involves proactive efforts from HR and leadership to foster a culture of support, psychological safety, communication, and flexibility. But what does a mentally healthy workplace look like in practice? Here are some key characteristics:

• Employees feel comfortable talkiing about mental well-being and mental health at work
• Open communication channels are encouraged at all levels.
• Camaraderie and trust are visible among teams.
• HR and managers are trained to detect mental health struggles early.
• Workloads are balanced, preventing burnout.
• Clear expectations are set for all roles and responsibilities.
• Mental health resources, such as counseling, are readily available.
• Flexible work arrangements are provided to support work-life balance.
• Employee achievements are recognized and celebrated.
• Feedback is actively sought and used to improve the workplace.

Practical HR Strategies to Enhance Employee Mental Health and Well-being

Now you know how a mentally healthy workplace looks like, so it's time to check how to develop it. HR professionals can implement simple but effective hr integrations for mental health and strategies, here are some:

• Equip managers with the skills to spot signs of burnout, anxiety, and stress, so they can intervene early and offer support.
• Be open about your own mental health challenges, it develops trust and helps to tackle the stigma.
• Use surveys to assess the mental health needs of your employees.
• Organize events, webinars, or workshops dedicated to educating employees about mental health, stress management, and available resources.
• Beyond sick days, allow employees to take dedicated mental health days to rest and recharge without stigma or penalties.
• Partner with EAP providers like Meditopia. We offer counseling services tailored to employee needs (such as work-related stress, family issues, etc.), and ensure these services are easily accessible.
• Create peer-to-peer mentoring or support groups where employees can talk openly.
• Celebrate mental health days.

5 Roles of HR in Employee Mental Health

How’s your workflow lately? People in HR and People and Culture departments usually have to handle a lot of responsibilities. It’s not just the evident tasks of your role, such as hiring processes or training and education, it’s also creating a supportive work environment, identifying potential risks, and doing your best to support everyone. So what’s your role, then? Take a look at the image below before answering, it can give you a better idea of what you should do as HR or manager.

‍

1. Implementing Mental Health Policies

Role of HR:
HR Professionals and leaders are responsible for designing and implementing mental health policies that prioritize employee well-being and inclusivity. This step plays a key role in developing frameworks that ensure mental health is integrated into the organizational culture and given the same importance as physical health.

What's not HR's Role:
HR is not responsible for providing direct clinical care or offering therapeutic services. While HR sets up the policies and framework, the actual delivery of mental health support may involve external providers, such as counselors or mental health professionals.

Purpose:
The purpose of mental health policies is to create a supportive and healthy work environment where employees feel comfortable addressing their mental health needs without fear of stigma or discrimination. These policies ensure that employees have clear access to resources and are empowered to take time for their mental well-being.

Key Actions:

• Develop clear procedures for requesting mental health days or accessing counseling services.
• Ensure policies promote inclusivity and non-judgmental support for mental health issues.
• Communicate policies and enefits effectively so all employees are aware of the mental health resources available to them.

Outcome:
The result is a workplace culture where mental health is actively supported, employees feel empowered to take care of their mental well-being, and the stigma surrounding mental health is significantly reduced.

2. Offering Training and Providing Resources

Role of HR:
In thiscase, HR serves as the educator, providing training and resources to both managers and employees. HR ensures that the workforce is equipped with the knowledge and tools necessary to address mental health challenges with empathy and effectiveness.

What's not HR's Role:
HR, however, is not responsible for providing direct therapeutic services or one-on-one mental health care. While HR facilitates access to resources, the clinical delivery of mental health support is typically handled by licensed professionals or external providers.

Purpose:
The purpose is to empower employees and managers with the skills and awareness needed to recognize mental health issues, provide appropriate support, and connect colleagues with the right resources.

Key Actions:

• Organize workshops on mental health topics, such as stress management, resilience-building, and work-life balance.
• Provide access to online mental health resources and counseling services.
• Ensure all employees, especially managers, are trained to recognize early signs of mental health struggles and how to offer appropriate support.

Meditopia for Work can help you with this! Send us a message to discuss personalized webinars and workshops for your employees and managers.

Outcome:
The outcome is a workplace where mental health challenges are met with understanding and appropriate action. Employees are equipped to manage their mental well-being effectively, leading to a healthier, more compassionate workplace culture.

3. Promoting a Supportive Workplace Culture

‍Role of HR:
HR acts as the cultural curator, fostering a professional work environment where empathy, understanding, and support are integral to daily interactions. HR ensures that mental health is a regular part of workplace conversations and that employees feel safe and supported, especially when building community in a virtual workplace.

What's not HR's Role:
HR is not responsible for managing every aspect of an individual's mental health. While HR cultivates a supportive culture, the responsibility for personal mental health management and seeking professional therapeutic care lies with the employees themselves.

Purpose:
The purpose is to create an environment where mental health is openly discussed, vulnerability is met with empathy, and employees feel safe to express their needs without fear of judgment. This leads to greater trust and inclusion within the workplace.

Key Actions:

• Foster open dialogue around mental health, making it a regular part of workplace discussions.
• Celebrate and respect diverse experiences.
• Champion initiatives like mental health awareness campaigns, peer support groups, and crisis intervention programs.
• Provide a safe, confidential space where employees can seek help and feel supported.

Outcome:
The result is a workplace where employees feel valued, respected, and empowered to prioritize their mental well-being. Employees are more likely to thrive in an environment that actively reduces stigma, promotes confidentiality, and supports emotional well-being.

4. Facilitating Accommodation Measures

Role of HR:
HR’s role is to create an environment where employees can thrive by facilitating reasonable accommodations for mental health needs. HR ensures that employees have the support necessary to manage their mental health challenges while staying engaged and productive at work.

What's not HR's Role:
Despite this, HR is not responsible for directly managing an employee’s mental health condition or making medical decisions. The responsibility for seeking professional mental health care and deciding on medical treatments lies with the employee and their healthcare provider.

Purpose:
The purpose of facilitating accommodation measures is to ensure that employees can continue to perform their roles effectively while addressing mental health needs. HR’s goal is to remove barriers that may hinder employees from achieving their best work due to mental health struggles.

Key Actions:

• Implement flexible work arrangements such as remote work or adjusted hours to support therapy or self-care routines.
• Collaborate with employees and managers to determine reasonable accommodations based on individual needs.
• Offer specialized tools or resources, like noise-canceling headphones or ergonomic workstations, that support mental and physical well-being.

Outcome:
By prioritizing accommodations, HR helps create an equitable workplace where employees can fully participate without sacrificing their mental health.

5. Advocating for Wellness Initiatives

Role of HR:
Like companies that offer mental health days, HR serves as the advocate for wellness initiatives, championing programs that promote holistic well-being for employees both in and outside the workplace. HR ensures that wellness activities go beyond just professional responsibilities to address the overall health and happiness of employees.

What's not HR's Role:
HR is not responsible for managing personal wellness outside the workplace. While HR can facilitate and promote wellness initiatives, the responsibility for personal well-being practices and decisions ultimately lies with the individual employee.

Purpose:
The purpose of advocating for wellness initiatives is to foster a workplace where employee well-being is prioritized, supporting both mental and physical health. By promoting such initiatives, HR strengthens employee loyalty and trust, showing that the organization cares for its people as whole individuals.

Key Actions:

• Partner with external organizations to provide mental health resources and support.
• Organize mental health awareness activities for workplace, such as retreats, meditation in business, choosing mental health gifts for employees, or corporate mindfulness workshops.
• Offer initiatives like mental health days, stress-reducing events, and  wellness kits for employees.
• Encourage work-life balance through activities that help employees recharge outside of work.

Outcome:
HR helps create a work environment where employees feel supported, valued, and motivated. By advocating for wellness, HR not only improves employee well-being but also boosts engagement, satisfaction, and productivity.

What’s the Role of HR in Supporting Remote Employees' Mental Health?

Remote work is here to stay, but it can create new challenges in terms of HR and mental health. If your organization has a hybrid or remote work policy, how can you make sure you’re offering the right support? Let’s discover some specific challenges and strategies for supporting the mental health of remote employees.

• Regular Communication:  Remote work can lead to feelings of isolation and disconnection from colleagues and the organization. To overcome the challenge, implement regular check-ins via video calls, team meetings, and one-on-one sessions to maintain communication and foster a sense of belonging. Encourage open dialogue about mental health during these interactions to destigmatize discussions around well-being.
• Offer Remote-Friendly Wellness Programs: Traditional wellness programs designed for in-person settings may not translate effectively to remote work environments. You can develop wellness initiatives tailored to remote employees, such as virtual fitness challenges, mindfulness sessions via video conferencing, and remote-friendly ergonomic assessments. Provide flexibility in participation to accommodate varied schedules and time zones. 
• Provide Access to Mental Health Resources: Remote employees may face barriers in accessing mental health resources and support services traditionally available in the workplace. Remote-friendly mental health resources like the ones Meditopia has, including virtual therapy sessions, online support groups, and downloadable self-help resources, can make a difference.
• Promote Work-Life Balance:  Remote work often blurs the boundaries between professional and personal life, leading to potential burnout and decreased well-being. You can encourage remote employees to establish clear boundaries between work and personal time, such as setting designated work hours and creating dedicated home office spaces. Implement a mental health hr policy that discourages after-hours communication and promotes taking regular breaks throughout the workday to recharge. 
• Facilitate Virtual Social Connections: Remote employees may miss out on informal social interactions and bonding opportunities with coworkers. To change this, you can organize virtual social events, such as virtual coffee breaks, team building activities, and online wellness games and activities, to foster camaraderie and strengthen team bonds.

If you need to know more about communicating bad news to employees and your role in this situation, please check our blog on the matter.

Why Should HR Care About the Mental Health of Employees?

Professionals in HR normalizing mental health are at the forefront of creating a supportive and inclusive work environment. By addressing mental health proactively, HR plays a crucial role in shaping a healthy workplace culture that benefits both employees and the organization. Here’s why mental health should be a top priority for HR:

• Engaged employees are more likely to contribute positively to team dynamics and go the extra mile in their roles. However, mental health struggles can disengage employees and lead to burnout.
• Employees experiencing mental health challenges may have higher absenteeism and reduced productivity. By implementing effective mental health support, organizations can mitigate these issues.
• Prioritizing mental health fosters a supportive environment, leading to increased employee engagement and satisfaction.
• Employees are more likely to stay with companies that demonstrate a genuine commitment to their well-being, reducing costs associated with hiring and training new staff.
• Employees increasingly seek employers who prioritize mental well-being. Organizations that fail to provide adequate mental health support may struggle with talent recruitment and retention. Among workers unsatisfied with their employer's mental health support, 57% intend to look for a new job within the next year.