HR’s Role in Championing Mental Health

HR’s Role in Championing Mental Health: Leading the Way During Mental Health Awareness Month and creating a workplace where mental well-being is not just a priority for May—but for every day.

May is Mental Health Awareness Month—a time to reflect, educate, and take meaningful action to support mental well-being. For Human Resources professionals, this month is more than a calendar observance. It’s a call to deepen our commitment to creating a psychologically safe, empathetic, and inclusive workplace.

As the conversation around mental health continues to evolve, HR stands at the intersection of policy, culture, and people. How we respond during this month—and beyond—can set the tone for how employees feel about asking for help, setting boundaries, and bringing their full selves to work.

Supporting mental health: Embracing the strength in seeking help.

1. Why Mental Health Matters in the Workplace

Did you know that mental health is linked to employee performance, engagement, retention, and overall company culture? According to the World Health Organization, depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. But the impact is more than numbers—it's about people.

Employees who feel supported in their mental health are more likely to be motivated, loyal, and productive. HR plays a pivotal role in making this support a reality.

2. The HR Toolkit for Supporting Mental Health

Here are key ways HR can lead the charge:

Normalize Mental Health Conversations

Encourage leaders and managers to talk openly about mental health. Provide training on recognizing signs of distress and creating a non-judgmental space.

Review and Promote Mental Health Benefits

Audit your current EAP (Employee Assistance Program) and mental health benefits. Are they easy to access? Are employees aware of them? Promote these resources regularly, not just in May.

Flexible Work Policies

Support work-life balance with policies around hybrid work, mental health days, and reasonable accommodations for those experiencing mental health challenges.

Create Peer Support Networks

Consider mental health champions or employee resource groups (ERGs) that focus on well-being. Peer connection can break down stigma and provide vital support.

Measure What Matters

Use anonymous surveys to gauge employee mental well-being. Act on the data. When people see that their voices lead to change, trust grows.

3. Activities for Mental Health Awareness Month

To make Mental Health Awareness Month impactful, consider:

• Hosting a wellness webinar series

• Offering free meditation or mindfulness sessions

• Running a "Wellness Challenge" to encourage physical activity, rest, or unplugged time

• Sharing weekly mental health tips in company communications

• Highlighting stories from employees or leaders who’ve navigated mental health challenges (with consent)

4. Looking Beyond the Month

While Mental Health Awareness Month is a great catalyst, the goal is lasting impact. That means embedding mental health into your broader HR strategy. It's about ongoing learning, leadership accountability, and a culture that truly cares.

Mental health at work isn’t a perk—it’s a necessity. HR has the power and responsibility to ensure that mental wellness isn’t a one-time campaign but a continuous commitment. Let this Mental Health Awareness Month be the start (or the strengthening) of that journey.