If you read our last article, you learned all about 5 mental health statistics that are crucial to know as an HR member, people leader, and company owner. Read on to learn more mental health stats to consider when deciding on the best approach to addressing work place mental health and wellness.
People with anxiety are 3-5x more likely to go to the doctor and 6x more likely to be hospitalized for psychiatric care.1
The societal cost of poor mental health goes beyond the bottom lines of business, but physical health as well. Comprehensive wellness programs that address both types of care can mitigate downstream healthcare costs. HR leaders can also partner with insurance providers to ensure their benefits packages include accessible and affordable mental health support, reducing the strain on employees and the business alike.
83% of U.S. workers suffer from work-related stress.2
The stress at work is there; nearly everyone feels it. This means there is a wide array of support needed as the impact of that stress will vary.
Interventions may include revisiting workloads, fostering better work-life balance, and implementing flexible schedules. By tackling the systemic contributors to stress, HR can create a more sustainable workplace environment.
120,000 deaths per year in the U.S. are attributed to occupational stress.3
This sobering statistic demands that HR leaders treat workplace stress as a health and safety issue. It underscores the importance of stress audits, identifying high-risk roles, and ensuring that stress management resources are available and their use is actively encouraged. Preventing occupational stress-related fatalities begins with embedding stress reduction strategies into the company’s culture.
71% of workers believe their employer is more concerned about mental health now than in the past.4
There is meaningful progress that mental health in the workplace is an acknowledged priority. Both workers and leaders are aligned on its importance. HR managers can build on this momentum. By continuing to implement thoughtful policies, expanding mental health benefits, and fostering open dialogue, companies can solidify their reputation as organizations that care about their people. Mental health is no longer an "if" but a "how"—every company must address it to remain competitive, retain talent, and contribute to a healthier workforce.
Over 80% of workers consider employer support for mental health when seeking future job opportunities.5
The workplace standard is evolving: mental health support will soon be a baseline expectation. Employees increasingly prioritize employers who actively demonstrate a commitment to mental health, and organizations that fail to meet these expectations risk losing out on top talent. Highlighting mental health benefits in job postings and during onboarding can build trust in candidates by reinforcing their commitment to employee well-being.
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