Workplace mental health is both a business and public health imperative. Forward-thinking employers are strategically aligning their business goals with support for employee well-being.
According to research from Mental Health America (MHA), 90% of employees in unhealthy workplaces say work-related stress harms their mental health — that’s more than twice the rate in healthy work environments. For better or worse, your workplace affects your employees’ well-being.
In recent years, the cultural narrative around work has evolved. Employees now prioritize psychological safety, flexibility, and a supportive work environment, shifting mental health from a one-off perk to a key part of business strategy. Gone are the days when a mental health training or basic Employee Assistance Program (EAP) was enough to check the box for employee mental health support.
A commitment to employee mental health
Fortunately, forward-thinking employers are rising to the challenge, proving that shaping a mentally healthy workplace is not only possible but also essential for the future of work. In 2025, MHA awarded 360 employers with the Bell Seal for Workplace Mental Health, the nation’s top certification for U.S. employers committed to creating mentally healthy workplaces.
Based on this year’s cohort, here are four things we know are crucial for supporting employees’ mental health and well-being in the workplace:
- Building a mentally healthy workplace requires sustained, intentional effort — not a quick fix. Leading employers integrate mental health into their core operations and workplace culture, rather than allowing a standalone wellness campaign, app, or EAP to do the heavy lifting. To clarify, these activities can all be part of a robust mental health strategy, but the key lies in your intention and commitment. Ninety-nine percent of 2025 Bell Seal employers reference mental health in their organizational strategy.
- Understand your workforce’s unique needs and tailor benefits accordingly. Benefits are a big investment, so ensure they align with what your employees actually need. For example, organizations with many working parents might prioritize caregiving support, while those with a significant number of part-time students could focus on educational assistance programs. For mental health, consider all the ways you support employees, from promoting prevention to offering recovery support for serious mental health concerns. Among Bell Seal employers, 79% identify support for employees at various points on the mental health continuum.
- Consider all the dimensions of wellness. Beyond mental and emotional health, consider how you can meaningfully support other dimensions of employees’ well-being, including physical, social, occupational, and financial health. For example, resources such as financial education and planning, educational assistance, gym memberships, or volunteer programs can be part of your well-being strategy. Among Bell Seal employers, 83% offer financial education, planning, and other resources to their employees.
- How you communicate is just as important as what you communicate. Even the most valuable programs or benefits won’t have an impact without organization-wide buy-in and a clear, consistent communication strategy. Additionally, employers who lead with transparent and accountable communication build trust among employees, especially during times of uncertainty. Ninety-four percent of Bell Seal employers have an internal plan to communicate major transitions and their potential impact on employees.
