Mental health isn’t just a trend — it’s a reality employers can no longer ignore. People across industries are waking up to the scale and seriousness of this issue and its growing relevance in the workplace. More than ever, it’s critical that individuals feel safe to speak about their mental health without fear of judgement, discrimination, or negative career consequences.
Yet, change has been slow. In fact, only a quarter of workers say they’ve seen any meaningful improvement in their workplace’s approach to mental health over the past two years. That’s a sobering statistic — and one that suggests businesses still have a long way to go.
This matters not only for the individuals who are struggling but also for the organisations themselves. Studies have shown that when employers build a culture that champions mental wellbeing, employees are more than twice as likely to report loving their job. A healthy workplace culture drives retention, productivity, and innovation — making mental health not just a moral issue but a smart business strategy.
A Snapshot of Ireland: What Employers Are (and Aren’t) Doing
Ireland continues to offer a compelling case study in workplace wellbeing. The 2023 report, Healthy Workplace Ireland, conducted by Cork University Business School, surveyed over 1,500 Irish employers to assess how businesses are addressing mental health and wellbeing in the workplace. The report is available here.
Key findings include:
- 76% of Irish employers acknowledge their responsibility in supporting employee mental health — rising to 81% in organisations with over 50 staff.
- However, only 32% have a wellbeing lead at board level, 23% have a formal mental health plan, and just 10% have designated mental health champions.
- 80% of Irish organisations have no dedicated budget for mental health or wellbeing.
- Over half (53%) have observed an increase in mental health-related absenteeism over the past year.
- Presenteeism — working while mentally unwell — is reported by 27% of Irish employers, compared with 21% in England.
- 64% of organisations report that sickness absence — whether physical or mental — is negatively affecting their business performance.
- Remote and hybrid working are becoming increasingly common, with 32% of employers stating that staff work from home — a significant increase from just 7% prior to the pandemic.
- Among these, 84% believe remote workers are happier, and only 17% feel they are less productive.
- Encouragingly, 63.5% of organisations with remote teams actively promote work-life boundaries, such as encouraging staff to switch off after working hours.
Emerging Challenges Highlighted in the 2024 Workplace Wellbeing Index
Laya Healthcare’s 2024 Workplace Wellbeing Index explores growing pressures on employee wellbeing, from addiction and neurodiversity to digital burnout. The full research is available here.
Highlights include:
- Addiction in the Workplace: Two in five Irish workers report an unhealthy relationship with at least one substance. Nicotine (29%) and alcohol (21%) are most common, while 16% struggle with illicit drugs. In addition, 33% admit to a dependency on social media, and 30% on work itself.
- Mental Health and Disclosure: Half of all employees live with an underlying mental wellbeing issue such as anxiety or depression. Yet 54% would feel embarrassed to disclose this to their employer, and 50% fear being treated differently.
- Neurodiversity and Inclusion: 15% of workers identify as neurodiverse, though fewer than half have received a formal diagnosis. Many are reluctant to disclose their condition at work due to lack of support or understanding.
- Workplace Culture and Boundaries: Despite Ireland’s “right to disconnect” law, 37% of employees are still contacted outside of working hours — underscoring the challenge of maintaining healthy boundaries in a hybrid world.
These insights reflect a growing awareness of the mental health and wellbeing challenges facing Ireland’s workforce. However, a significant implementation gap remains — with limited investment, inconsistent leadership focus, and a need for more robust strategies to turn intention into action.
Why Young Workers Are Sounding the Alarm?
This issue is particularly acute for the next generation of workers. According to research published in Harvard Business Review, 95% of UK workers under 30 have been affected by mental health challenges, with three in four experiencing them personally. They report feeling twice as much pressure as their older colleagues — but are far less likely to share their struggles with their employer.
This disconnect reveals why employers must do more than simply acknowledge mental health — they need to actively create environments where vulnerability is not only accepted, but respected. That begins with leadership, education, and practical support.
Here Are Simple Ways Your Business Can Prioritise Mental Health
Making your workplace mentally healthier doesn’t have to mean a complete overhaul. With commitment, small shifts in culture and practice can have a big impact. Here are six smart strategies to start with:
Build Mental Health Literacy: Speak the Same Language
It’s hard to support what we don’t understand. Equip your teams with a shared understanding of mental health terms, symptoms, and solutions. Host awareness sessions, offer access to e-learning resources, and ensure managers are trained to spot early signs of distress. Clarity reduces stigma, empowers staff, and fosters meaningful conversations.
Create Safe Circles & Friendship Benches: Make Peer Support the Norm
Not everyone is ready to speak to HR or management. Introduce peer-to-peer support networks or informal spaces like “Friendship Benches” — places where colleagues can chat and check in with each other. These can be physical spaces or virtual check-ins. A culture of care grows stronger when connection is consistent and genuine.
Make Breaks Part of Your Culture: Embed Recharge Rituals
Schedule regular moments of pause — and encourage staff to take them. From walking meetings to digital detox hours, these small breaks are powerful tools to restore energy, reduce anxiety, and boost productivity. Don’t just allow breaks — normalise them. When leadership models rest, employees follow suit.
Offer Flexible Work: Fuel Balance Through Autonomy
Give employees more control over how and when they work — within reason. Hybrid and flexible hours have proven benefits for mental wellbeing, provided expectations are clear. Trust and autonomy create psychological safety and allow people to align work with their peak energy times and personal needs.
Design with Wellbeing in Mind: Shape Spaces that Soothe
Our surroundings matter. Incorporate elements that reduce stress — natural light, plants, quiet zones, ergonomic furniture, and calming colour schemes. If you’re working with limited space, even small changes like noise-cancelling headphones, wellness corners, or desk plants can help employees feel more grounded.
Lead with Vulnerability: Let Leaders Go First
When senior leaders open up about their own challenges, they set the tone for the rest of the organisation. Encourage storytelling and honest dialogue. Vulnerability, when handled respectfully, is a leadership strength — not a flaw. It builds trust and sends a powerful message: “You’re not alone.”
Final Thoughts: It’s Time to Lead Loudly on Mental Health
Creating a mentally healthy workplace is not a side project — it’s a business imperative. This isn’t about ticking a CSR box or hosting a once-a-year wellness webinar. It’s about building a culture where people can show up fully, speak up freely, and thrive sustainably.
The cost of inaction is high: burnout, absenteeism, presenteeism, low morale, and high turnover. But the reward for getting it right? A loyal, energised, high-performing team that feels truly valued.
Your people are your greatest asset. If you’re not prioritising their mental health, you’re not prioritising your business.
The time to act is now. Be bold. Be human. Be the kind of employer who leads the change — not the one trying to catch up.
