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Building a Mental Health-First Workplace: A Guide for Employers

Writer's picture: ElianaEliana


It is one thing to talk about mental health awareness and rights, but another to still work in organisations and companies that glorify unhealthy work habits like overworking at the expense of one’s health. Unfortunately for many in Singapore, the workplace is a common cause of stress and burnout due to the poor mental health support systems in place.


But there is hope – we can enact change in the workplace through people in power. To the bosses, managers and team leaders out there: You have a powerful role in shaping workplace culture, including how mental health is perceived and supported within your organisation. And why should you? Besides having happier employees, taking care of your employees’ and team members’ wellbeing also creates a more attractive workplace for talents, promotes retention of workers, and increases productivity in the long-run.


So, if you are willing to take steps to foster a culture that prioritises mental health in your workplace, here are some ways you can begin to make a difference:


1. Offer Platforms for Employees to Speak Out

A key component of a mental-health-first culture is providing channels for open communication. Regular forums such as monthly town hall meetings, weekly team check-ins, or one-on-one reviews show employees that the organisation is interested in their employees’ thoughts and wellbeing, and also makes it accessible for employees to voice their concerns.


Ideally, these platforms should be a judgment-free and safe space to share about individual struggles or concerns related to the workplace, with discussions leading to solutions that protect the mental health of the employees.


2. Lead by Example

Leaders set the tone for workplace culture. When leaders openly discuss their own challenges, whether it's setting boundaries or managing stress, it sends a powerful message that seeking support is acceptable. Employees are often hesitant to share personal struggles out of fear of judgment. When leaders model vulnerability, they break down these barriers and make it easier for employees to reach out for help.


Showcase healthy work-life boundaries by practicing them yourself—whether it's not checking emails after hours, taking mental health days when needed, or delegating work to avoid burnout. Demonstrating these habits helps normalise self-care and encourages your team to do the same.


3. Implement Practical Solutions for Work-Life Balance

Employees may roll their eyes at surface-level wellness initiatives if these are not backed by tangible, impactful changes. For example, instead of offering a “wellness day” once a year, focus on implementing policies that genuinely foster a balanced workload.


Examples include:

  • Limiting after-hours communication.

  • Setting realistic KPIs and project timelines.

  • Regularly reviewing workloads to prevent burnout.


These policies not only reduce stress but also communicate that the company values employees' overall well-being.


4. Embrace Flexible Work Arrangements

Incorporating flexible work options is another way to support employees, especially those managing mental health conditions. Accommodations such as remote work, adjusted hours, or additional leave days can be beneficial without compromising productivity. Many individuals with mental health challenges can thrive at work when given some flexibility.


Open-mindedness towards flexible arrangements shows employees that their unique needs are respected, allowing them to perform at their best while managing their health.


5. Equip Leaders with Mental Health Training

Individuals in leadership roles should be equipped to recognise signs of distress and respond empathetically. Training managers on how to identify common signs of burnout, anxiety, or depression helps ensure that employees in need are given the appropriate support or directed to professional help if necessary.


Investing in such training shows a commitment to building a more empathetic workplace where employees feel safe. In addition, consider partnering with mental health professionals who can offer counselling services or workshops on mental wellness.


Conclusion

Creating a mental-health-first workplace culture isn’t just a one-time effort; it requires commitment, consistency, and openness from both leadership and employees. By establishing open communication channels, leading by example, implementing meaningful policies, embracing flexibility, and training leaders, companies can foster an environment where mental health is prioritised.


With these practices in place, your organisation can support its team members in their personal and professional journeys, improving employee satisfaction and overall productivity.


Looking for professional mental health support? Whether you are in individual seeking help for work burnout or an organisation hoping to partner with a mental health organisation, our experienced mental health counsellors stand ready to provide confidential and compassionate mental health support to individuals in Singapore.

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