Work environments have a profound impact on mental health, influencing millions worldwide. Unfortunately, many workplaces expose employees to conditions harmful to their wellbeing. The World Health Organization (WHO) calls for urgent action to transform mental health at work and shares evidence-based recommendations.

Decent work is fundamental to good mental health. It provides not only income but also purpose, confidence, social connection, and a structured daily routine — all essential for wellbeing. It contributes to recovery, supports social functioning, and strengthens a person’s sense of belonging. Safe and healthy working environments reduce tension and conflict, improve performance and retention, and help people thrive.

Conversely, poor working conditions seriously threaten mental health. Factors such as discrimination, inequality, overwhelming workloads, limited job control, and job insecurity increase the risk of mental disorders. Inadequate pay, underuse of skills, long or irregular hours, and unsafe environments further contribute to stress and burnout. In 2019, an estimated 15% of working-age adults experienced a mental disorder. The economic impact is staggering: depression and anxiety result in the loss of around 12 billion working days every year, costing the global economy approximately US$1 trillion annually in lost productivity.

Fortunately, effective measures exist to tackle these issues. Workplaces can implement strategies to prevent mental health risks, actively promote mental wellbeing, and support employees living with mental health conditions.

Understanding the Risks

Around 60% of the global population is employed, but not all workplaces are equal. Risks to mental health — also called psychosocial risks — include excessive workloads, fast pace, long or irregular hours; lack of control over job tasks and schedules; unsafe or unhealthy physical conditions; and negative organisational cultures that foster bullying, harassment, or exclusion.

Discrimination based on gender, race, sexual orientation, disability, or age; job insecurity; inadequate pay; poor career development opportunities; and conflicts between work and home responsibilities are also contributing factors. More than half the global workforce operates in informal sectors, often without legal protections or social benefits — increasing vulnerability to these risks.

Certain professions, such as health care, humanitarian aid, and emergency response, face heightened exposure to traumatic events. Economic instability, humanitarian crises, and public health emergencies can intensify stressors, making mental health even more fragile.

Moreover, people living with mental health conditions often experience workplace exclusion and inequality. Being unemployed, underemployed, or recently laid off can elevate the risk of mental health deterioration, including suicidal behaviours.

To improve mental health in the workplace, WHO urges governments, employers, unions, and all stakeholders to act in four interconnected areas: prevention, protection and promotion, support, and systemic change. Crucially, these actions must involve workers directly — especially those with lived experience of mental health conditions.

1. Preventing Work-Related Mental Health Conditions

Prevention starts with identifying and managing psychosocial risks in the work environment. WHO recommends organizational interventions that directly address these risks, such as:

• Flexible working arrangements that allow better work-life balance;
• Clear role definitions and realistic workload expectations;
• Structures to address violence, bullying, or harassment;
• Ensuring job demands are matched with skills and training.

These interventions aim to redesign work environments, not individuals — shifting responsibility from the employee alone to the broader system they operate in.

2. Protecting and Promoting Mental Wellbeing

Promoting mental health at work means building a culture where wellbeing is valued and supported. WHO outlines several key actions:

• Manager training to build interpersonal and communication skills, recognise early signs of distress, and create psychologically safe environments;
• Mental health literacy programs to raise awareness, reduce stigma, and empower all staff to engage in open dialogue;
• Individual interventions such as stress management workshops, psychosocial support, and encouraging physical activity and breaks.

Such efforts increase early detection of mental health issues and foster a supportive atmosphere where seeking help is normalised.

3. Supporting Workers with Mental Health Conditions

People living with mental health conditions have a right to work and thrive. WHO recommends three primary interventions to promote inclusion and reduce barriers:

• Reasonable accommodations like flexible hours, workload adjustments, supportive supervision, or time off for treatment;
• Return-to-work programs that combine job reintegration with clinical care — for example, phased re-entry or ongoing coaching;
• Supported employment initiatives, especially for those with severe mental health conditions, which provide ongoing assistance to enter and stay in the workforce.

These strategies are anchored in human rights frameworks, such as the UN Convention on the Rights of Persons with Disabilities, which guarantees equal opportunity and participation in the labour market.

4. Creating an Enabling Environment for Change

For real progress, changes must be systemic. This means embedding mental health into workplace policies, regulations, and culture. WHO highlights key structural levers:

• Leadership commitment, by integrating mental health into national employment and health strategies;
• Funding and resources, including dedicated budgets and support for small and medium-sized enterprises;
• Legal protections, aligning workplace laws with international human rights standards and enforcing anti-discrimination measures;
• Cross-sector integration, making mental health a core part of occupational safety and health systems;
• Worker participation, through consultation with employees, unions, and people with lived experience;
• Evidence-based policy, guided by data on psychosocial risks and intervention effectiveness;
• Monitoring and enforcement, including training for labour inspectors and formal mechanisms for compliance.

WHO’s Commitment

The WHO is committed to transforming mental health at work through global, evidence-based strategies grounded in human rights and person-centred care. The World Mental Health Report 2022 highlights workplaces as key spaces for large-scale change. WHO’s Guidelines on Mental Health at Work offer actionable recommendations—from organisational and individual interventions to training and return-to-work strategies. The Policy Brief  provides a practical framework for governments, employers, and stakeholders to improve mental wellbeing at work.

Explore the full guidelines and tools below and take a step toward healthier, more human workplaces:

• World Mental Health Report 2022: https://iris.who.int/bitstream/handle/10665/356119/9789240049338-eng.pdf?sequence=1
• WHO guidelines on mental health at work: https://iris.who.int/bitstream/handle/10665/363177/9789240053052-eng.pdf?sequence=1
• Mental health at work, policy brief: https://iris.who.int/bitstream/handle/10665/362983/9789240057944-eng.pdf?sequence=1

Don’t wait any longer because it’s in our hands to create workplaces that respect and strengthen mental health. Be a catalyst for change in your organisation by promoting wellbeing and inclusion for all employees.

Take the first step and inspire transformation.