May is Mental Health Awareness Month and a time to spotlight the importance of mental well-being in the workplace. But for business and HR leaders, it isn't just a once-per-year conversation. Workplace mental health and wellness impacts all aspects of a business: performance, culture, retention and the bottom line. 

The company's reputation and employer value proposition—which are built over years, sometimes decades—can be easily damaged in minutes if employee well-being is neglected. In today's landscape, prioritizing employee mental health isn't just a “people issue." It's a business necessity. 

Employees value workplaces that make them feel seen, safe and supported, allowing them to speak up without fear of judgment. However, this presents a challenges and opportunies for HR leaders and employers. By prioritizing employee mental health and well-being, organizations can enhance their reputations, foster a strong internal culture and secure a lasting competitive advantage in the labor market. 

Conversations around employee and workplace mental health have become far more prevalent in recent years, and expectations have grown. The workforce places significant value on mental health support and a strong culture. 

Mental health support isn't a perk; it is critical to recruiting and retaining top talent.

Four in 5 (81%) of individuals said they look for workplaces that support mental health when seeking future job opportunities, according to the American Psychological Association's “2022 Work and Well-Being Survey." And 30% of workers strongly agreed that employer support for mental health will factor into their future job decisions. 

Mental health is a deeply personal and sensitive subject for many people, but it is also a business issue. When mental health struggles in the workplace go unaddressed and employees don't feel supported, the impacts can be significant. Absenteeism, disengagement and burnout aren't isolated issues. They are symptoms of larger problems that affect performance, productivity, retention and ultimately the bottom line. 

However, companies that support their employees' mental health are likely to see long-term, tangible returns, such as reduced turnover and improvements in job satisfaction, according to a report from Deloitte. 

It is essential to acknowledge, however, that supporting employee mental health is not straightforward. Programs are most successful and more likely to achieve a positive return on investment (ROI) when they support employees across the entire spectrum of mental health. This includes promoting overall well-being, providing early intervention and access to care, offering time off when needed, and identifying and eliminating workplace hazards that could cause psychological harm to employees. 

Further, candidates and employees pay attention to how companies treat their employees, and mental health policies are becoming a critical part of the employer value proposition. Companies that lead and innovate in this area will find it easier to attract and retain top talent, particularly the younger generation. 

More recent entrants into the workforce value work-life balance, company values and culture over salary alone. When your value proposition reflects a genuine, well-rounded commitment to supporting employees, your brand becomes stronger, more authentic and more attractive to the labor market. 

In today's competitive labor market, benefits that support employee well-being, such as mental health support, leadership coaching and flexible working environments and scheduling, can serve as key differentiators from the competition. 

Front-line managers are often the first point of contact for employees struggling with mental health issues. These managers must be equipped with the proper training and resources, enabling them to lead with empathy and offer the support their team members need, while also understanding the importance of confidentiality. 

Here are four ways employers and HR leaders can maintain a supportive and healthy workplace: 

1) Normalize the conversation around employee mental health. Leadership and front-line managers should speak openly about mental health in the workplace and encourage employees to do the same in appropriate settings, while not pressuring anyone to share more than they feel comfortable. Creating an environment where these conversations are welcomed is a crucial step toward fostering a strong and supportive culture. 

2) Promote and protect paid time off (PTO). Encourage employees to take their paid time off and fully disconnect from work during that time. Leaders should avoid off-hours communication and respect the boundaries between their personal and professional lives. This is especially important in remote and hybrid work environments, where the distinction between work and home can become easily blurred. Supporting actual time off helps prevent burnout and reinforces a culture of well-being. 

3) Expand mental health and wellness benefits. Go beyond the traditional employee assistance program (EAP) by offering access to creative and impactful wellness benefits, such as mindfulness training, stress management programs, mental health hours and in-person or virtual counseling services. Broadening your range of benefits in this area can provide a strong and sustainable competitive advantage. 

4) Listen to what your people are saying. Provide opportunities for peer connection and open dialogue, recognizing that employees are your most valuable source of insight when it comes to improving mental health support. Listen without bias and seek to understand challenges and impacts from the employee's perspective. Creating a culture where feedback is not only welcomed but also acted upon is key to building that trust. 

Mental Health Awareness Month is an excellent opportunity to renew a meaningful conversation, but mental health struggles don't begin and end in May—and neither should your efforts to create a supportive environment for all employees. By prioritizing mental health, you foster a workplace where both your employees and your business can thrive. Bottom line: When you take care of your employees, they take care of you.

Nicholas Ritchie is recruiting coordinator at The Workplace Advisors. The Workplace Advisors is the endorsed HR partner of Big “I" Hires, the Independent Insurance Agents of Virginia, Big I New York, and Big I New Jersey.  

The Workplace Advisors offers a wide range of employee development services, including coaching, to ensure your employees are engaged, productive and fulfilled.