By providing adequate and appropriate mental health support for their employees, employers can not only improve the well-being and happiness of their workforce, but also enhance their competitive advantage and reputation in the market.
The WHO has reported that the European region suffers from the highest rate of mental disorders in the world, with one in four people facing a mental health challenge in their life. Despite this, CEE countries have some of the lowest levels of mental health spending, human resources, and services in the region, as well as the highest rates of suicide.
These problems worsened during the pandemic, as many people experienced more stress, anxiety, depression, loneliness, and isolation because of the health dangers, social distancing rules, and economic challenges. Since then, deteriorating economic conditions stemming from the pandemic and lockdown measures and the war in the Ukraine have made the situation worse. The region’s high inflation and increasing living costs threaten the financial security and buying power of CEE workers, causing mental strain. Economic hardships often cause anxiety, frustration, and unhappiness at work and at home for many.
These factors, along with the stigma and lack of awareness around mental health issues, create a serious challenge for employers concerned about the mental wellbeing of their CEE employees. Poor mental health has a negative effect on productivity, performance, and engagement. Therefore, it is essential employers acknowledge the importance of mental health and provide sufficient resources and support for their staff.
How Employers Can Support the Mental Wellbeing of Their Employees in CEE
Given the current alarming situation, it is imperative employers take proactive steps to support the mental wellbeing of their employees and create cultures of openness and acceptance around mental health issues. Thankfully, there are a number of easy to implement steps for employers to take which should help alleviate the pressures faced by their workforce.
Firstly, as a bare minimum, there is no excuse for most employers not to provide flexible and remote work opportunities for their employees. Coupled with good health insurance benefits, this alone will help to lower the anxiety and burden on employees whilst boosting productivity and employee engagement, as well as reducing absenteeism and employee turnover.
Secondly, by offering regular and confidential mental health screenings, assessments, and referrals, as well as access to online or phone-based counselling and support services, employers can provide employees with the tools to help them cope with their mental health challenges. There are several Employee Assistance Programmes (e.g.: Lyra, Telus or Workplace Options) which could be offered to employees when they need support.
Thirdly, and perhaps one of the largest areas where employers can make a difference to their employees’ mental health is raising awareness of the topic. Employers must organise online or in-person workshops, training, and webinars on subjects such as stress management, resilience, mindfulness, and self-care. In so doing, they will enhance the skills and mental health knowledge of employees.
Building on this, the rapidly growing mental health app market provides employers with unparalleled opportunities to support their employees’ mental wellbeing. From Headspace to syd, to Calm, the main players on the market offer corporate subscriptions for employers to provide their employees with access to easily accessible self-help tools, such as mindfulness exercises, cognitive behavioural therapy, mood tracking, or relaxation techniques. Employers are also able to link them to their existing wellness programmes and offer customised plans and incentives. Through these apps, employees are empowered to take control of their own mental health at anytime and anywhere. And, with this market predicted to grow to a value of 17.5 billion USD by 2030, the tools available for employees and employers are only set to skyrocket.
Another part of raising awareness is for employers to foster a sense of belonging and engagement by encouraging peer support and social interaction among employees, as well as involving them in decision-making and feedback processes. The more we talk about mental health and provide meaningful support, the greater our chances to improve our employees’ wellbeing. By sharing information, resources, and success stories, as well as by promoting positive role models and champions within the organisation we reduce the stigma around mental health issues and enable our workforces to support and help one another.
The Attitude of Mental Health Treatment Among Different Work Generations
However, whilst discussing mental health in the workplace, employers need to bear in mind that different generations view the subject differently and so each needs a bespoke approach suited to their preferences. One size does not fit all when it comes to mental health!
There are four main work generations in the current workforce: Baby boomers (1946-1964), Generation X (1965-1980), Millennials (1981-1996) and Generation Z (after 1996). These generations have different levels of awareness, openness, and willingness to seek help for mental health issues, as well as different expectations and needs from their employers. For example, Baby Boomers and Generation X tend to be more reluctant and hesitant to admit and discuss their mental health problems, and to seek professional help, due to the stigma and taboo associated with mental health in their upbringing and socialisation. On the other hand, Millennials and Generation Z tend to be more aware and vocal about their mental health issues, and seek help from various sources, such as online platforms, apps, and peer networks, due to their exposure and access to information and technology.
Employers should be aware of these generational differences and adopt a flexible and holistic approach to address the mental health needs of their employees.
By providing adequate and appropriate mental health support for their employees, employers can not only improve the well-being and happiness of their workforce, but also enhance their competitive advantage and reputation in the market. The time to act is now.
Ewelina Jaworska-Bien
Group Practice Leader
Health & Benefits
T +48 504 178 064
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