As we look toward 2025, it’s clear that mental health and well-being need to be top priorities in every workplace. Recent findings by SHRM reveal that although many U.S. workers struggle with mental health issues, a significant number are either unaware of or uncomfortable accessing the benefits provided to help them. The result? Untreated mental health challenges, high rates of burnout, and ultimately, costly consequences for organizations.

HR professionals must go beyond simply offering benefits to make a lasting impact. It’s time to prioritize a strategic mental health and well-being approach that fosters genuine connection, accessibility, and trust. Here’s how HR leaders can do better in the coming year:

1. Build Awareness Around Mental Health Resources

One of the biggest issues with mental health benefits today is that employees often don’t know they exist. SHRM’s data shows that 70% of U.S. employees are unaware or only somewhat aware of available resources. Simply put, if employees don’t know about these benefits or feel uncomfortable using them, they’re likely to go unutilized.

Actionable Strategy: Make mental health benefits visible all year round, not just during open enrollment or mental health awareness month. Regularly remind employees of these resources through various channels: team meetings, digital communication, or even casual check-ins. The goal is to create a seamless and continuous flow of information about these resources so that employees know exactly where to turn when they need support.

2. Address Burnout Before It Becomes Chronic

Burnout is rampant—nearly 45% of workers report feeling burned out, making them 3x more likely to search for new job opportunities. Burnout not only lowers productivity but also disrupts team dynamics. Team members often have to pick up extra work, which can lead to frustration and resentment.

Actionable Strategy: Be proactive. Don’t wait for employees to report burnout; look for signs and patterns. Regularly assess workloads and consider job redesigns or better delegation practices to keep employees from feeling overwhelmed. Offer time off and flexible schedules as preventive measures, allowing employees to recharge before stress becomes debilitating.

3. Cultivate a Culture That Normalizes Mental Health Care

If organizations genuinely want to support mental health, they must create an environment where employees feel safe discussing it. Yet, 73% of surveyed workers feel that while employers talk about mental health, their actions don’t align with their words. Only 40% believe that senior leadership models good mental health practices.

Actionable Strategy: “Walk the talk.” Encourage senior leaders to model mental health care openly, without stigma. When leaders take time off to recharge after a challenging project, they set an example that taking care of oneself is valued, not penalized. Ensure there are no repercussions for employees who speak up about mental health challenges or utilize their mental health benefits.

4. Design Solutions That Target Core Stressors

One-third of employees cite that their jobs often cause stress due to factors like workload, compensation, poor management, and understaffing. Addressing these areas could alleviate much of the mental strain workers face daily.

Actionable Strategy: Recognize that while some stressors may be inherent to a job, others are well within an employer’s control. Consider reassessing workload distribution, offering fair compensation, and addressing staffing needs. Offer training on social stress triggers to all managers and leaders. By tackling these foundational issues, HR can help prevent stressors from spiraling into more serious mental health concerns.

5. Reinforce Trust Through Action

Trust is foundational. When organizations signal that mental health matters but fail to follow through, employees lose faith in leadership. For instance, if employees are surveyed about their mental health needs but no action is taken, it only reinforces the belief that leaders don’t genuinely care.

Actionable Strategy: Be prepared to act on employee feedback. If surveys reveal gaps in mental health support, address them. Small changes can go a long way in showing employees that their voices are heard, and it keeps trust intact. Remember, trust is difficult to rebuild once lost—proactively maintaining it is always easier.

Top Recommendation for Action in 2025: Train employees about mental health

Many managers and leaders feel unqualified to address mental health topics, often fearing that their words might worsen the situation or create misunderstandings. This avoidance can prevent meaningful discussions that are vital for fostering a supportive work environment. To combat this, it is crucial to train all staff in effective tools like the Columbia Protocol, which provides a structured method for identifying and responding to mental health concerns. By equipping employees with these resources, organizations can promote open dialogue about mental wellness, reduce stigma, and empower managers to recognize and address signs of distress. This proactive approach not only enhances individual well-being but also strengthens team dynamics and improves overall workplace morale.

A Better Approach for 2025 and Beyond

In 2025, the responsibility to foster a mentally healthy workplace rests with HR professionals who can bridge the gap between words and actions. By building awareness around benefits, addressing burnout, promoting a healthy workplace culture, and tackling core stressors, HR leaders can make a meaningful impact on mental well-being. And when trust is backed by action, employees will be more likely to lean into the mental health resources and benefits available to them.

The opportunity for a healthier, more productive workforce is here. Reach out to Life Force Wellness to get started. Check out www.lifeforcewellnes.com or email [email protected] to learn how to implement these strategies. Let’s make 2025 the year to step up our commitment to mental health, creating workplaces where everyone has the support they need to thrive.