Turn mental health awareness into action in the workplace
This year has gotten off to a tumultuous start for Americans.
The changes prompted by the new administration in Washington, D.C., including workforce reductions, tariffs, and immigration challenges, have caused anxiety and stress.
When added to concerns related to AI, climate change, safety in air traffic, school shootings, and global political unrest, it is easy to understand why people are having trouble going about their normal business with a positive mindset.
Fortunately, May is Mental Health Awareness Month and the theme for 2025 is “Turn Awareness into Action.”
Historically, mental health was something to be hidden from the public eye and was never openly discussed in the workplace. I remember being envious of Europeans who would report taking mental health breaks or even going on a “Kur.” For those unfamiliar, a “Kur” (a German term) is a period of medical rehabilitation or a health retreat, often prescribed by a doctor and funded by health insurance. Kurs are used for the treatment and prevention of stress-related illnesses or chronic conditions. Doesn’t that sound helpful?
In the past few decades, the stigma surrounding mental health has slowly lifted thanks to increased public awareness, education, and advocacy. Several HR Source member organizations are dedicated to missions focused on mental health. Through the leadership, programming, and services offered by these organizations and others like them, the landscape has improved vastly.
In 2025, the impacts of mental health on the workplace are more widely understood and employers have stepped up to take a more active role in helping employees navigate mental health conditions. Common issues are anxiety, depression, obsessive-compulsive disorder, and post-traumatic stress syndrome.
My late mother struggled for years to keep her bipolar disorder under the radar for fear of losing her teaching job. Luckily, in healthy organizations today, employees don’t have to be fearful of being discovered because there are opportunities to work with their employer to find ways to perform their roles effectively.
Employers should be aware of the laws that protect employees who have mental health conditions that impact their ability to either attend work or handle their job duties. The Americans with Disabilities Act (ADA) protects employees from discrimination and allows them to request reasonable accommodations. The Family and Medical Leave Act (FMLA) provides job-protected leave for employees to address serious health conditions, including mental health, for themselves and close family members. These laws are complicated and nuanced, so seeking legal counsel to explore individual cases and circumstances is advised.
Organizations that are committed to addressing the mental health needs of their employees have a host of options. Offering medical benefits that include mental health services is an important place to start.
Offering an Employee Assistance Program (EAP) also can be extremely beneficial to employees and their family members. EAPs offer counseling, referrals to providers, educational resources, and so much more. In tandem with these benefits, it’s essential to nurture an open, caring, and supportive environment in which leaders, managers, and co-workers encourage conversations about mental health and look for ways to guide and assist team members who are facing challenges.
According to Mind Share Partners’ 2025 Mental Health at Work Report, “Employees who work at a company that supports their mental health are twice as likely to report no burnout or depression. They’re also three times more likely to trust their company and intend to stay there two years or longer.”
During May, why not seize the opportunity to assess not only your own mental health but also determine if there are ways your organization can do more to make your workplace a truly healthy place.
• Mary Lynn Fayoumi is president and CEO of HR Source in Downers Grove.