5 Ways to support employees’ mental health

9 de October, 2025

October 10th is the annual World Mental Health Day. This date reminds us of the importance of taking care of our mental health, which is one of the pillars that support our well-being in general.

In this context, organizations have a fundamental role that cannot be ignored. It’s not just a question of social responsibility, but something that should be intrinsic to the organizational culture itself: looking at the health and well-being of employees as a central concern in company strategy.

According to the World Health Organization, employers must act on four fronts:

Preventing occupational risks that could affect employees’ mental health;
Protecting and promoting psychological well-being at work;
Support employees with mental health conditions, ensuring their inclusion, involvement and growth;
Create environments conducive to change.

These recommendations are not just good practices, but requirements in a labour market that recognizes that sustainable performance and organizational success obviously depend on the integral health of its people.

Discover with us five concrete measures that companies can implement to support the mental health of their employees, with a real impact on their satisfaction, motivation and involvement.

Ways to support employees’ mental health

1 – Ensure access to mental health resources and care

Several studies have shown that proper treatment of conditions such as anxiety or depression results in significant improvements in people’s quality of life and, consequently, in their professional performance and productivity.

However, many people face barriers – financial, logistical or cultural – in accessing this type of support and healthcare.

As such, companies must ensure that, on the one hand, they provide health benefits and, on the other, that these include adequate coverage for mental health care.

In addition to insurance and health plans, benefits such as Edenred Flexível can be an important tool in supporting employees’ health and well-being. This extra salary benefit can be used in various hospitals and clinics throughout the country.

In parallel, companies can implement measures such as signing protocols with clinics and therapists or providing digital platforms, psychological support programs or anonymous helplines.

2 – Leadership training

Leaders have a direct impact on the well-being of their employees. They set the tone for the organizational culture and, because they deal directly with people, they are in a position to detect any warning signs and act as facilitators in accessing the necessary support.

Active listening, empathy and emotional intelligence are some of the skills that distinguish good leadership and are crucial to creating healthier working environments.

Organizations must ensure that professionals in leadership and people management positions have the conditions to develop these and other skills. In particular, leaders should be made aware of the importance of:

Recognize signs of exhaustion or burnout;
Promote an environment of trust and security;
Refer employees to the appropriate resources;
Set an example by also taking care of your own mental health.

3 – Promoting a balance between professional, personal and family life

The “always on” culture has a proven negative impact on workers’ mental health. The absence of clear boundaries between work and personal life, or difficulties in reconciling these two spheres, can lead to high levels of stress, chronic fatigue and demotivation.

To counteract this trend, companies should adopt policies that promote work-life balance such as:

Flexible working hours;
Possibility of remote or hybrid working arrangements;
Encouraging lunch breaks and regular breaks;
Respect for rest time, avoiding contact outside working hours or during vacations;
Discouraging a culture of overwork (the so-called “hustle” culture).

These practices enhance employee well-being, contributing to talent retention and a more positive and sustainable organizational culture.

4 – Listening to employees and acting on feedback

When employees feel that their voice is heard – and that their suggestions and opinions are taken into account – it increases their involvement, trust and sense of belonging.

Companies should create regular and accessible channels for collecting feedback, such as:

Anonymous organizational climate surveys (eNPS);
Suggestion box;
Open meetings and sessions with different teams.

These tools allow companies to identify stress factors, toxic work environments, barriers to work-life balance, among other aspects that require intervention.

But listening is not enough: action is essential. Once the results have been collected, they must be communicated transparently, as well as the actions implemented or to be implemented on the basis of this feedback.

This approach reinforces trust and demonstrates a genuine commitment to people’s well-being.

5 – Building an inclusive organizational culture

Finally, supporting mental health means creating a culture where well-being is valued, where prejudice – however unconscious – is combated and where everyone feels safe to express their individuality.

This includes:

Encourage open conversations and combat the stigma associated with mental illness;
Promoting diversity and inclusion in all its dimensions;
Ensuring fair access to opportunities and benefits;
Involving top leadership in well-being initiatives.

A healthy organizational culture that fosters well-being isn’t just built with policies – it’s built with behaviors, actions, examples and coherence.

And when employees feel they are working in a safe, inclusive and respectful environment, they are more willing to contribute, innovate and grow.

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