The Problem: Mental Health Has Become a Corporate Buzzword

What’s Wrong With Most Mental Health Policies?

Most companies mean well. I know plenty of founders and executives who, on a one-to-one level, truly care about their teams. They have honest, supportive conversations with employees who are struggling. But at an organisational level, these same businesses completely miss the mark.

The problem? Mental health has been co-opted as an ‘employee benefit’ rather than an operational necessity.

Companies want to show they care, so they roll out yoga classes, meditation apps, and wellness talks—but fail to address the actual structural problems that are making their teams unwell in the first place.

And then comes the backlash against “woke workplaces”, the argument that employees just want to overshare, perform victimhood, or use mental health as an excuse for poor performance.

Let’s be clear: That is NOT what meaningful mental health policy is about.

The truth is, most people don’t want to talk endlessly about their personal issues at work. They just want the dignity of being able to do their jobs well. To lock in, produce something meaningful, be part of a team—and when things get rough, not have work be another reason they’re drowning.

What a Mental Health Policy Should Actually Do

Most policies only cater to the ‘worried well’—people experiencing temporary stress, burnout, or general anxiety. But what happens when someone’s mental health issue isn’t temporary?

• What do you do when a colleague has a breakdown after a divorce or the loss of a child?

• How does your company respond if your top performer struggles with addiction or enters rehab?

• Would you still hire someone if you’d heard rumours about their mental health struggles in the past?

I’ve sat in on awful leadership conversations where people were dismissed or not hired, not because of performance, but because of stigma.

Meanwhile, I’ve also worked with companies where someone could take six weeks off for rehab and return to work with zero judgment. No whispers, no career penalties—just:

“Can we do anything to support you further? Are you able to meet your next quarter’s deliverables, or do we need to adjust them?”

That’s what real mental health policy looks like.

It’s not about performative oversharing.
It’s not about resilience workshops that dump the responsibility back on the employee.
It’s about an organisation that doesn’t quietly punish people for struggling.

The Real Workplace Mental Health Checklist

If you’re serious about this, ask yourself:

• Is workload sustainable, or are we burning people out?

• Have we adjusted salaries and benefits in line with real-life needs?

• Do employees actually use our mental health resources, or are they afraid of career consequences?

• Is our leadership team educated on mental illness and recovery, or do they avoid it altogether?

• If an employee had to take a leave of absence for their mental health, would they feel safe returning?

If you can’t answer these, start here before rolling out more perks.

What Actually Works (And How I Help Businesses Get It Right)

Workload & Feasibility First

• Before adding perks, I work with leadership teams to assess whether work is actually sustainable. If people don’t have enough time in their day to function like a human, your policy is worthless. If you haven't raised wages in line with inflation and your employees are living off the free office cereal to afford their commute into the office - you have a much more obvious problem to solve first.

Proper Healthcare & Support

• This isn’t just about reminding employees about crappy EAP services. It’s about offering real access to therapy, coaching, financial wellness and career growth—all of which directly impact mental well-being.

Leadership That Sets the Example

• If your exec team still glorifies overwork and doesn't go to bat for their teams in annual strategic planning - no one will feel safe using mental health resources. Your policy is only as real as the behaviour your leaders model.

Flexibility & Human Policies

• Flat benefits don’t work. Employees should have the flexibility to choose what supports them best—whether that’s pet-ternity leave, extra PTO or remote work options.

Education on Mental Illness & Recovery

• Leadership training should include how to handle real mental health situations. If your HR team only knows how to manage mild stress and burnout, but not severe depression, PTSD, or addiction recovery, you’re not actually supporting mental health in the workplace. They don't have to be therapists but they do need understanding, ability to sign post and the resources to let employees take advantage.

Actionable Takeaway:

Audit Your Mental Health Policy. Ask yourself (or your leadership team)

• Does our policy actually make work easier to manage, or is it just performative oversharing?

• Would I feel comfortable admitting I was struggling in this company?

• Have we adjusted salaries, benefits, and workload expectations in line with real needs?

If the answers aren’t great, start here before rolling out more perks.

Reflective Question:

If your best employee was struggling, would they feel safe telling you—or would they be afraid of career consequences? Where do I notice I have some judgement around mental health at work?

🎧 Listen:

Adam Grant – Why Burnout is an Organisational Issue, Not a Personal One