From Perk to Priority
Not long ago, mental health support in the workplace was considered a nice-to-have perk — maybe a wellness newsletter or access to a meditation app. Today, those days are over.
Mental health benefits have officially entered the mainstream. In an increasingly competitive talent market, businesses that ignore this shift risk losing out on top talent, rising absenteeism, and declining engagement. And leaders are starting to take note.
Why Mental Health Support Is Now a Business Imperative
Workplace stress isn’t a new phenomenon, but its impact is more evident than ever. Burnout, disengagement, and high turnover are becoming persistent — and costly — challenges.
Mental health issues are widespread and growing. The World Health Organization estimates that depression and anxiety cost the global economy over $1 trillion in lost productivity each year.¹ In the U.S., more than half of employees have experienced at least one mental health challenge, according to a recent McKinsey study.²
When mental health is overlooked, businesses feel it through increased absenteeism, lower morale, and expensive turnover. Replacing a burned-out employee can cost up to 33% of their annual salary.³
Today’s workforce, especially younger generations, is actively seeking employers who take mental health seriously. In fact, 75% of Gen Z and Millennials say they’d stay longer at a company that prioritizes mental health.⁴ Companies that respond to these needs not only retain talent but also build stronger, more engaged teams.
What Mental Health Benefits Look Like Today
Modern mental health benefits go far beyond the traditional Employee Assistance Program (EAP). Today’s organizations are building out layered support systems that meet employees where they are, offering both preventative and responsive care.
Here are some of the most impactful offerings:
- On-demand therapy and telehealth platforms that give employees easy access to care
- Mental health days that are distinct from traditional PTO
- Flexible scheduling to reduce burnout and accommodate personal needs
- Manager training focused on emotional intelligence and psychological safety
- Wellness stipends to cover mental health apps, coaching, or classes
- Peer support programs or anonymous help lines to foster community
Businesses are shifting from reactive to proactive care and seeing real returns.
The ROI of Making Mental Health a Priority
Mental health support isn’t just good for your people, it’s good for your bottom line. According to a Deloitte study, for every $1 invested in mental health, businesses see a return of $4 in productivity and reduced turnover.⁵
When organizations invest in wellbeing, they see a range of benefits. Absenteeism and presenteeism drop, as employees are both more present and more focused. There are fewer disability claims and lower healthcare costs, as mental strain often leads to physical health issues. Teams experience stronger morale and higher engagement, and younger workers, particularly Gen Z, are more likely to stay when they feel supported.
Ultimately, a culture that promotes mental health becomes a breeding ground for innovation and resilience. And in today’s ever-changing economy, that can be a true competitive edge.
What Happens If You Don’t Adapt?
Failing to prioritize mental health in the workplace can lead to serious consequences. Here’s what’s at stake:
- Presenteeism, where employees are physically present but mentally disengaged, can cost 10x more than absenteeism⁶
- High turnover, especially among younger workers who expect mental health support
- Damage to employer brand from poor online reviews or word of mouth
- Inequity in care, where vulnerable employee groups may suffer more without accessible resources
- Legal risks, including non-compliance with ADA or EEOC standards if policies don’t support mental health accommodations
Bottom line? Doing nothing is not neutral, it’s costly.
Ready to Shift From Perk to Priority?
Supporting mental health at work doesn’t have to mean overhauling your entire HR program. With the right partner, it can be simple, strategic, and scalable.
At TEL Staffing & HR, we help businesses design HR and benefits strategies that support the whole employee — mind included.
Let’s make mental health part of your business foundation.
Sources:
¹ World Health Organization (2020). "Mental health in the workplace." https://www.who.int/teams/mental-health-and-substance-use/mental-health-in-the-workplace
² McKinsey & Company (2023). “Addressing the mental health crisis in the workplace.” https://www.mckinsey.com
³ Gallup (2022). “The True Cost of Burnout.” https://www.gallup.com
⁴ American Psychiatric Association Foundation (2022). https://workplacementalhealth.org
⁵ Deloitte Insights (2020). https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2020/mental-health-in-the-workplace.html
⁶ Harvard Business Review (2021). “It’s a New Era for Mental Health at Work.” https://hbr.org
