A Examination of Mental Wellness: Setting Mental Health Indicators to Their Initial State
In the era of remote and hybrid work, the significance of mental health has never been more pronounced. A recent report suggests that mental health issues account for 12.7% of all sickness absence in the UK, and globally, an estimated 12 billion working days are lost each year due to depression and anxiety [1].
A poll conducted in the UK revealed that over half of workers have pretended to be suffering from a physical ailment to conceal their mental illness [1]. This staggering statistic underscores the need to eliminate the stigma and secrecy surrounding mental health in the workplace.
Misconceptions about mental health days persist, with some viewing them as excuses for laziness or lack of productivity. However, allowing mental health days is increasingly recognised as necessary and legitimate. Mental exhaustion, anxiety, and stress can impair work performance as much as physical illness [1].
Taking a mental health day is not a luxury but a vital support mechanism that helps counter stress, improve employee well-being, and contribute to organisational success [1][2]. The benefits of mental health days are manifold: improved overall well-being, reduced burnout, and increased productivity. Organisations that invest in mental wellness see reduced absenteeism, stronger employee retention, and better engagement [1][2].
Offering mental health days contributes to a psychologically safe culture where employees feel supported and can recharge, which enhances focus and output. It also helps address significant economic costs caused by untreated mental health issues, such as lost productivity and turnover [2].
Beyond mental health days, other workplace strategies boost mental health. Flexible schedules, such as four-day workweeks, improve sleep, reduce fatigue, and increase job satisfaction and health [3]. Visible leadership support and easy access to mental health resources like counselling or employee assistance programs are also beneficial [2][4][5].
The Global Workforce of the Future Report 2022 revealed that 36% of workers have experienced burnout in the past 12 months [2]. Mental health days can help reset perspective, give time to process emotions properly, rest, and destress. They are preventative measures, not reactive like sick days or holidays.
Companies that prioritise mental health care may have an advantage in attracting and retaining top talent. However, over half of all workers surveyed for the Global Workforce of the Future report do not think highly of how their employer is addressing mental health issues [1].
Reducing stress and resetting the mind should not be an occasional event but a daily priority. As we navigate the challenges of remote and hybrid work, it is crucial that we foster a culture that values mental health and well-being, ensuring that our workforce remains healthy, productive, and engaged.
The global workforce is increasingly acknowledging the importance of mental health, with mental health issues contributing significantly to sickness absence, both in the UK and globally [1]. To combat the stigma and secrecy surrounding mental health, offering mental health days can help employees recharge and counter stress, ultimately enhancing focus, output, and productivity [1][2].
In the realm of health-and-wellness, mental health emerges as a critical aspect, and it is essential for organizations to invest in mental wellness programs, including mental health days, to foster a healthier workforce and drive organisational success [1].
