Mental health awareness in the workplace has come a long way over the past few years. It’s much more common to hear conversations about stress and emotional well-being at work than it used to be, and many organizations have made an effort to bring these topics into the open. That progress matters a lot, and it deserves acknowledgement and celebration.

Unfortunately, awareness alone doesn’t always translate into better outcomes.

Recent data shows that while employees may feel more comfortable talking about mental health in general, their actual day-to-day experience at work hasn’t necessarily improved. In some cases, it may even be getting worse.

This Mental Health Awareness Month, we’re shedding light on the gap between awareness and people’s lived experience, and what we can actually do to improve employee mental health.

Key Takeaways:

  • Mental health awareness is growing. Workplace conversations about mental health are becoming more common, which shows progress in reducing stigma.
  • But that doesn’t mean employees are actually feeling better day to day. Employee mental health has declined in recent years, and many people still worry that being open about it could negatively affect their careers.
  • A large number of employees don’t fully understand how to access their mental health benefits, which creates a gap between available support and actual use.
  • Your Employee Assistance Programs (EAPs) are a valuable resource. But they can only be helpful when people understand how they work and feel comfortable using them.

The good news: Workplace stigma around mental health is decreasing

There are some clear signs that workplace culture is moving in the right direction when it comes to mental health.

According to a poll from the National Alliance on Mental Illness (NAMI), over three in four employees say they would feel comfortable if a colleague came to them to talk about mental health or asked for support during a mental health crisis. That’s a much deeper level of openness compared to even a few years ago.

More organizations are also investing in mental health education. Over half of the included organizations offer some form of workplace mental health training. More than 80% of employees said these trainings are important for improving the overall culture.

This shows that both employers and employees are finally recognizing that mental health is not separate from work. It’s an essential part of how people show up day in and day out. This is great news.

Employees’ mental health is declining

But while stigma does seem to be decreasing, that isn’t necessarily translating into real improvements in employee mental health. Employees’ mental health has continued to decline despite increased awareness.

According to recent workplace research, there was a 14% decline between 2024 and 2025 in the number of employees who rated their mental health as “excellent.” That’s a noticeable drop in a relatively short period of time.

Sadly, only one in four employees said they strongly believe their organization cares about their well-being, which is also a decline compared to the previous year.

There’s also still a significant level of hesitation around being open about mental health at work, even though stigma has reduced in many ways. Over 40% of employees say they worry their career would be negatively impacted if they talked about mental health openly. Even in environments where conversations are encouraged in theory, many people are still afraid to share.

These concerns have real impacts. One in four employees says they have considered leaving their job because of mental health concerns. A smaller percentage have already done so.

Taken together, all of this points to a clear disconnect — awareness is increasing, but many employees are still struggling and don’t feel fully supported.

Do your employees know about their mental health benefits?

More and more employers are offering mental health benefits, which is great news. That alone deserves to be applauded. But unfortunately, even when organizations provide mental health resources, that doesn’t mean employees know how to use them.

These polls showed that only about half of employees know how to access their mental health benefits, which means a large portion of the workforce may have support available to them but aren’t using it.

Usually, this isn’t about a lack of need. Employees need and want services, but they may not know where to start or what the process looks like. They may also have doubts, such as whether the service is truly confidential. In some cases, they might assume that these resources are only meant for more severe situations and crises, which can make it harder to justify reaching out for everyday stress.

This is where employers and workplace leaders play a big role. Make sure employees know exactly what benefits are available to them and how they work.

Offer:

  • Regular reminders about the services and benefits that are available, and to whom
  • Complete information about how to get started
  • Clear messaging about confidentiality and information about HIPAA

When employees understand what’s available to them and feel confident using it, they’re much more likely to take that first step.

How to get the most out of your Employee Assistance Program

As a MINES & Associates EAP client, you have access to free and confidential mental health services that are designed to be flexible and easy to use. Many of these services are available 24/7, which means you can reach out at a time that works for you, rather than trying to fit it into an already busy schedule.

Here are some of the benefits that MINES clients have access to:

  • Free & confidential counseling
  • Digital resource library
  • 24/7/365 peer support program
  • One free legal consultation with an attorney
  • Financial counseling
  • Parenting and lactation support
  • Caregiver support and referrals
  • 6-week smoking cessation program
  • … and more!*

*Please reach out to your employer or contact MINES & Associates directly to explore the specific benefits available in your plan.

One of the most helpful ways to approach your EAP is to think of it as an early resource, not just something to use in a crisis. You don’t need to wait until things feel overwhelming to reach out. Many people use EAP services to talk through work stress or relationship concerns. We’re here to support you through all of life’s challenges.

It’s also important to know that EAP services through MINES & Associates are completely confidential. Your employer does not have access to the details of your conversations with us. Hopefully, this helps you feel more comfortable using your benefits.

Getting started is usually simpler than people expect. Just call us at (800) 873-7138 to talk to a staff member who can walk you through your options. From there, you can decide what type of support feels most helpful for you.

Mental health awareness is undoubtedly an important foundation, but it doesn’t end there. What matters just as much is whether you, as an employee, feel supported in your day-to-day experience. That includes knowing how to access help when you need it.

At MINES & Associates, we’re committed to helping you better understand your mental health and feel supported in your day-to-day work and life. We’re here for you.

To Your Well-Being,

The MINES Team

 

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