What Companies Can Do to Support Employee Mental Health (And Why It Matters)

It’s no secret: many employees today are stressed, overwhelmed, and burned out.

In my therapy practice, I regularly work with clients who are high-achieving professionals—smart, motivated people who are good at what they do. But far too often, they’re running on empty. They tell me they’re exhausted by their jobs, struggling with anxiety, or feeling like no matter how hard they work, it’s never enough. And one thing comes up over and over again:

“I just don’t feel supported by my company.”

Mental health in the workplace isn’t just a buzzword. It’s a real issue that affects productivity, morale, retention, and—most importantly—people’s lives. And while the conversation is starting to shift, too many companies are still falling short when it comes to supporting employee mental health in meaningful ways.

So let’s talk about what companies can actually do to make a difference.

1. Acknowledge the Reality of Burnout

First things first: stop pretending burnout is an individual problem. Burnout isn’t just about “resilience” or poor work-life balance—it’s often a systemic issue tied to unrealistic workloads, lack of autonomy, toxic work culture, or unclear expectations.

Companies need to name it and normalize talking about it. When leadership openly acknowledges that burnout exists and takes it seriously, it sends a powerful message that employees aren’t alone—and that their mental health matters.

Tip: Include burnout and mental health topics in leadership trainings and company-wide communication. Create space for feedback and open discussion without fear of stigma or retaliation.

2. Train Managers to Recognize Signs of Mental Health Struggles

Many managers want to support their teams but aren’t sure how. They might miss signs of distress—or worry that bringing up mental health will cross a line.

That’s where training comes in. Teach your managers how to recognize red flags like chronic fatigue, disengagement, increased mistakes, or changes in mood. Give them language to check in compassionately and connect employees to resources.

Remember: Managers are often the front line of support. If they don’t know how to respond, employees are less likely to get the help they need.

3. Go Beyond the EAP

Employee Assistance Programs (EAPs) can be helpful, but they’re often underutilized or limited in scope. Some offer just a few sessions, with long wait times or a narrow provider network.

Consider supplementing your EAP with:

• Expanded mental health benefits (e.g., covering out-of-network therapy or coaching)

• Flexible stipends for wellness-related expenses

• Partnerships with local therapists or group practices to provide timely referrals

It’s not just about having resources—it’s about making them accessible, meaningful, and tailored to what your employees actually need.

4. Prioritize Work-Life Boundaries

Talk is cheap if your culture rewards constant availability. One of the biggest contributors to burnout I see in therapy is the feeling that employees can never truly unplug.

Instead of celebrating overwork, try modeling and encouraging healthier boundaries:

• Don’t send emails after hours unless it’s truly urgent

• Respect PTO and discourage guilt-tripping around time off

• Set realistic expectations around response times and project timelines

• Consider “meeting-free” days or focused work time to reduce cognitive overload

Boundaries help everyone do their best work—not just survive the week.

5. Offer Flexibility—But with Clarity

Remote and hybrid work have opened the door to more flexibility, but they’ve also blurred the lines between work and personal life. Some of my clients say they feel more pressure at home than they did in the office, because expectations are unclear.

Flexibility is valuable, but it needs structure. Set clear guidelines around availability, communication norms, and performance expectations. Help employees customize their schedules in ways that support both their productivity and mental well-being.

6. Listen—and Then Actually Change Something

If you really want to support employee mental health, start by asking your people what they need. Send anonymous surveys. Host listening sessions. Talk to your HR team or DEI committee.

But here’s the kicker: don’t just listen—respond.

Many of my clients report increased frustration and even anger when their companies talk about mental health—posting about it on LinkedIn, mentioning it in all-hands meetings—but fail to make any meaningful changes. It can feel performative, disingenuous, and deeply invalidating.

The fastest way to erode trust is to ask for feedback and then ignore it. Instead, show employees that you’re willing to evolve. That might mean adjusting workloads, rethinking team structure, or investing in more mental health resources. It might be messy. But it’s worth it.

Why This Matters

Creating a culture that supports mental health isn’t just the right thing to do—it’s also good business. Studies show that prioritizing employee mental health can lead to:

• Higher engagement and retention

• Increased productivity and innovation

• Fewer sick days and less turnover

• A more inclusive, supportive work environment

At the end of the day, your employees are human. They bring their whole selves to work—including their stress, trauma, and emotional needs. When you create space for that reality and offer real support, you don’t just build a stronger company—you build a better place to work.

Need Help Coping with Burn-Out or Have Burned-Out Employees Who Need Support?
If you’re feeling overwhelmed, exhausted, and like you’re constantly running on empty, you’re not alone—and you don’t have to push through it alone either. I’m experienced in therapy for professionals dealing with burnout, chronic stress, and the pressure to keep up.

If you're an employer or HR professional looking for trusted referrals, I provide individual therapy to help employees manage stress, build resilience, and find a healthier balance. Reach out here to learn how therapy can support you—or your team.

Related Article: When Your Job Affects Your Mental Health: Signs It’s Time to Leave