The Economic Cost of Poor Employee Mental Health


The report discusses the economic cost of poor employee mental health and its impact on organizations. It highlights the importance of prioritizing mental health in the workplace and provides insights for HR leaders.

Key Takeaways for HR Leaders:

1. Poor employee mental health has significant economic costs: The article emphasizes that poor mental health among employees can lead to decreased productivity, increased absenteeism, and higher healthcare costs. It cites research that estimates the economic cost of poor mental health in the U.S. to be around $210 billion per year.

2. Mental health affects job performance: The article suggests that mental health issues can negatively impact job performance, with employees experiencing difficulties in concentration, decision-making, and problem-solving. HR leaders need to recognize the link between mental health and job performance and take proactive measures to support employees.

3. Stigma surrounding mental health persists: The article highlights that despite the growing awareness of mental health issues, stigma still exists in the workplace, preventing employees from seeking help. HR leaders should work towards creating a culture of acceptance and support to encourage employees to seek the assistance they need.

4. Employee assistance programs (EAPs) can be beneficial: The article suggests that offering EAPs can be an effective way for organizations to support employee mental health. EAPs provide confidential counseling services, resources, and referrals to employees, helping them address their mental health concerns.

5. Training managers in mental health support is crucial: The article emphasizes the importance of training managers to recognize signs of mental health issues and provide appropriate support. HR leaders should invest in training programs that equip managers with the skills to address mental health concerns and create a supportive work environment.

6. Promoting work-life balance is essential: The article highlights the role of work-life balance in promoting employee mental health. HR leaders should encourage flexible work arrangements, promote stress management techniques, and foster a healthy work environment to support employee well-being.

7. Communication and transparency are key: The article suggests that open communication and transparency about mental health initiatives can help reduce stigma and create a supportive culture. HR leaders should communicate the available resources, encourage conversations about mental health, and regularly assess the effectiveness of their initiatives.

8. Investing in mental health benefits organizations: The article concludes by emphasizing that investing in employee mental health not only benefits individuals but also organizations. Prioritizing mental health can lead to increased productivity, reduced healthcare costs, and improved employee engagement and retention. HR leaders should view mental health as a strategic priority and allocate resources accordingly.