Mental health is no longer a side conversation, it sits at the heart of employee engagement and business results. In the recent Business Health Trust (BHT) webinar, licensed counselor Emmy Blankenship of Behavioral Health Systems (BHS) unpacked why 2025 marks a turning point for workplace well‑being and how Employee Assistance Programs (EAPs) give HR leaders a practical toolkit. Below is a concise recap, distilled into an article you can share with colleagues or add to your resource library.
Key Takeaways
- One in five people experience a mental health disorder, yet stigma still blocks many from seeking help.
- Since the pandemic, employee expectations for emotional support have surged past ninety percent.
- Distressed employees show higher absenteeism, lower productivity, and greater turnover costs.
- EAPs, flexible schedules, and leadership training form the core of a sustainable mental health strategy.
- BHT members and their dependents receive six no cost counseling sessions per plan year through BHS.
What Is Workplace Mental Health and Why It Matters
Workplace mental health refers to the psychological well‑being of employees on the job. It shapes energy levels, focus, creativity, and interpersonal dynamics. When mental health declines, emotions, thoughts, and physical stamina drop, leading to tardiness, mistakes, and safety incidents. Research shows three in five workers now report symptoms of anxiety or depression, a significant rise from pre‑pandemic levels.
From Stigma to Strategy: How COVID‑19 Reset the Conversation
Before 2020, mental health was rarely discussed at work. Limited resources left employees to cope alone. The pandemic introduced isolation, caregiving stress, and blurred work‑home boundaries, forcing companies to respond. Remote work, flexible hours, and virtual counseling became mainstream. Today, ninety percent of employees say a company’s culture should support mental health, up from about seventy percent in 2019. That expectation will only grow.
Spotting the Distressed Employee
A distressed employee often shows a pattern of declining job performance:
- Rising absenteeism and tardiness
- Drop in work quality or missed deadlines
- Increased workplace accidents or safety events
- Strained relationships with coworkers or clients
Left unaddressed, these issues inflate medical claims, customer complaints, and turnover costs. Early recognition lets managers guide team members to professional help before problems escalate.
Employer Actions That Move the Needle
1. Normalize the Conversation
Discuss stress management, self‑care, and resilience in staff meetings. Share personal examples to reduce stigma. Repetition matters, so revisit these topics often.
2. Promote Available Resources
Make EAP details easy to find: posters in break rooms, links on intranets, wallet cards, and onboarding materials. Encourage leaders to model usage of counseling, mental health days, or mindfulness apps.
3. Build Flexible Work Practices
Offer remote or hybrid options, adjustable start times, and designated mental health days. Control over schedules helps employees balance work and personal demands, easing chronic stress.
4. Train Leaders in Mental Health First Aid
Equip supervisors to recognize warning signs, start supportive conversations, and connect staff to resources. Emotional intelligence is now a must‑have leadership skill.
5. Measure and Refine
Track EAP utilization, absenteeism, and employee survey data. Use these insights to update programs and communicate wins to senior leadership.
Ten Everyday Habits for Better Mental Health
- Take short breaks, step outside, or watch a lighthearted video.
- Keep active, even a brisk walk counts.
- Fuel your body with balanced meals and adequate water.
- Practice mindfulness or deep breathing for five minutes.
- Do something you excel at to boost confidence.
- Connect with supportive friends or family.
- Ask for help early, do not wait until crisis hits.
- Set realistic goals and celebrate progress.
- Prioritize quality sleep, aim for seven to nine hours.
- Accept who you are, work toward growth, and show self‑compassion.
Feel free to copy this list into an employee newsletter or team Slack channel.
Spotlight on Your EAP: Six No Cost Visits Each Year
All BHT members and their dependents can access up to six counseling visits or consults per plan year at no charge. Sessions cover stress, anxiety, grief, substance concerns, and more, and they can be in‑person or via telehealth.
Next Steps and Resources
- Share this article company‑wide and add a reminder in your next all‑hands meeting agenda.
- Download the BHS Member Access App and place the QR code in high‑traffic areas.
- Review your time‑off policy, confirm that employees can take mental health days without penalty.
- Enroll managers in a certified Mental Health First Aid course.
- Explore additional BHT benefits like mindfulness webinars and wellness challenges.
About the Speaker
Emmy Blankenship, MA, LMHC Licensed Mental Health Counselor with fifteen years of clinical experience across hospitals, schools, and private practice. Emmy partners with employers nationwide through BHS to make mental health care accessible and stigma‑free.