Mental health: a culture-first approach

According to Stuart Cheesman, a positive organizational culture is crucial for tackling mental health issues among employees.

How can HR leaders decrease absenteeism, and the costs that come with mental health issues? Over 60% of UK workers are suffering from burnout. Some even have serious mental health problems. Deloitte estimates that the cost of burnout to UK employers is PS51 billion annually.

As many mental health problems are complex social issues, HR leaders can feel hopeless when trying to tackle them. However, action is needed due to increased expectations on employer paternalism.

The common response is to increase or deploy’mental-health initiatives’. Implementing such initiatives will not be enough to mitigate the mental health struggles of employees caused or exacerbated by their workplace. Priority must be given to fixing the culture of an organisation.

Take a cultural-first approach

Absenteeism caused by mental illness is costly. But the effects don’t end there. Presenteeism and quiet quitting are all worse when employees suffer from depression or anxiety. accidents at work, formal grievances, too, can be exacerbated. HR leaders invest heavily to address the complex issue of mental illness, particularly as organisations continue to undergo change.

However, the issue is that most initiatives are geared towards managing poor mental outcomes, such as training mental health first aiders and bringing in specialist support services. These initiatives are vital, but they should be paired with improvements in organisational culture. Insensitive managers, conflict in teams, being unable to “switch off” and feeling unappreciated are all toxic cultural traits that can have a negative impact on mental health.

Take Action

There will be signs that indicate if the organisational culture is affecting employees’ mental health. These include high staff turnover rates and absenteeism. Listening to employees is essential for understanding what’s going on and why. You can ask your employees, using feedback mechanisms such as forums, surveys, and one-toone meetings, questions like: Are you satisfied with the way you are managed? Are you able to get along with your colleagues? Do you think the company is concerned about your well-being? Do you feel valued as a member of the team at work? So on.

Understanding is the key to creating a culture of empathy in your workplace. This can be achieved through connection, community and care.

Put your culture under the spotlight

HR should also assess the key factors that affect organisational culture. These factors can help mitigate or worsen mental health struggles. They include organisational purpose and opportunities, modern leadership and wellbeing, as well as recognition.

Employees want to feel their work is meaningful and that it contributes to a greater purpose (rather just to the shareholders’ pockets). Also, they want the opportunity to grow both professionally and personally. Burnout can be significantly reduced when both factors are a part of the culture of an organization. A strong sense of purpose can reduce employee burnout and depression by up to 50%. If the employee has growth opportunities, the likelihood of burnout is decreased by 83% .

Other key elements of a flourishing culture are a modern approach to leadership, a focus upon wellbeing, and frequent, meaningful recognition. Leaders that are compassionate, empower their employees and know them as individuals can help create a more understanding and compassionate working environment.

The importance of wellbeing and appreciation is also important for employees to feel valued and cared for. Individuals who recognize others will also see improvements in their mental health. According to O.C. Tanner’s Global Culture Report 2025 shows that employees who have given recognition to others in the last 30 days report significant reductions in burnout odds (57%), anxiety diagnosis (24%), or depression diagnosis (28%). When appreciation is integrated in workplace culture, burnout odds are reduced by 87%.

Final consideration

Mental health should not be a short-term initiative to get workers back to work. Instead, it must focus on preventing mental health issues before they arise. Employers who take a “culture-first” approach will empower and motivate their employees. HR will champion a positive, supportive culture to reduce the risk of depression, anxiety, and burnout. The result is an environment that encourages mental health and allows every employee to thrive.

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