It’s Mental Health Awareness Month, which offers us the opportunity to reflect on the global instability that has defined the past few years — and how it has impacted employee mental health.

There was, of course, a pandemic. Ongoing wars persist in Europe, the Middle East, and Africa. And economic uncertainty lingers. Even if many of the broad economic indicators are positive in the United States, many continue to grapple with the impact of inflation, the threat of layoffs, and the constant drumbeat of technological change. 

The impact of global instability in the workplace

This instability can affect our attitudes toward work. More than three in four workers (77%) say they experienced workplace stress in the past month, according to the World Healthcare Organization. About one in five workers (19%) go so far as to describe their workplace as toxic, according to the American Psychological Association.     

Nearly all employees (98%) report that global trends affect their emotional and mental health at work. Consequently, 90% of CEOs express concern over their employees' mental resilience amidst changes. These insights are highlighted in Headspace's "Workforce State of Mind: Sixth Annual Workplace Mental Health Trends Report," which includes responses from employees, CEOs, and HR leaders in the U.S. and the U.K. The report underscores the growing importance of fostering employee mental resilience in a world of continuous instability.

“The magnitude of navigating the post-pandemic world — a large-scale transition of entire workplace structures and cultures, with massive economic and political uncertainty in the backdrop — has created an enormous strain on both employees and leaders alike,” said Karan Singh, COO and Chief People Officer, Headspace. “Identifying and continually incorporating practices that support our mental health, while strengthening connection and resiliency, will ensure we are all better equipped to cope when hard times come along.”  

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Change is a constant

Today, change is a constant. Gartner quantified this pace of change. In 2022, the average employee encountered 10 planned enterprise changes, such as restructuring and new tech installations, up from two in 2016, Gartner reports.

With the constant barrage of change, both in the workplace and in the world as a whole, employees are facing more frequent challenges to their mental health. Headspace’s survey found that fewer than a quarter of employees report they were able to simply move on after a major issue at work. These work issues can cause a number of issues, ranging from disruptions in productivity to employees quitting.  

Leaders are recognizing these challenges for employees. Almost half (49%) of HR leaders say that the level of mental health leave of absences is increasing. 

At the same time, employees are seeing the benefits of mental health resources during tough times. Remarkably, 97% of employees report feeling better after using company-provided mental health benefits. This indicates an opportunity for employers: when employees turn to you for support, make sure you’re ready to give it. 

How business leaders can better support employee mental strength

Business leaders are in a position to help their employees tap into their mental resilience, but research shows that they may not see the urgency of aiding their workforce’s mental health. For instance, just 9% of upper management reported a toxic workplace compared with 26% of front-line workers, according to the APA. 

This disconnect highlights the importance of supporting employees during tough times, possibly even more than they realize. Our Workforce State of Mind report gives business leaders concrete steps to assist their employees effectively during these periods.

Here are four ways business leaders can take action.  

1. Invest in resources to improve mental resilience.

Empower employees with constructive, tangible tools that allow them to work with — rather than against — their emotions. For example, workplace culture experts Liz Fosslien and Molly West Duffy co-created a content collection in partnership with LinkedIn and Headspace, “Life Skills: Emotions at Work,” to help employees learn to cope with work-related emotional stress.

2. Build structures that support basic needs.

Ensuring that employees are encouraged to eat during their shifts and are given time to do so is a small but powerful thing. Scheduling small windows that encourage employees to meet their basic needs can go a long way in sustaining their overall health. 

3. Support employees returning from mental health leaves of absence. 

Develop clear policies around returning to work after a mental health-related leave of absence that help employees understand how to ramp back up in a way that will be productive for them, rather than cause added stress.

4. Create a foundation of community that can help support.

Lean on Employee Resource Groups (ERGs), which often serve as subject matter experts on various cultural issues or conflicts, for guidance on how to support communities within your organization that may be particularly impacted by different events.

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For more insight into the state of employee mental health, download the full “Workforce State of Mind” report today.