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“Have you ever stared at your screen, doing everything and nothing at the same time?”

You answer emails. You join the calls. But inside, there’s a mist you can’t quite see through. Your to-do list grows, but your energy doesn’t. You tell yourself it’s just a busy week, but it’s been weeks. Maybe even months.

That quiet and draining feeling, of running on empty while pretending to be just fine, is more common than we think.

Mental health isn’t just a personal issue; it’s a workplace one too.

In fact, according to the World Health Organisation, Depression and anxiety cost the global economy US $1 trillion each year predominantly from reduced productivity, with approximately 12 billion working days lost.

In the UK alone, Stress, depression or anxiety account for 16.4 million working days lost in 2023/24, according to the Health and Safety Executive.

With the boundaries between home and office growing hazier, and with burnout on the rise, creating mentally healthy work environments is no longer a nice-to-have. It’s essential.

As the WHO describes it, "Mental health is a state of mental well-being that enables people to cope with the stresses of life, realize their abilities, learn well and work well, and contribute to their community.

It is an integral component of health and well-being that underpins our individual and collective abilities to make decisions, build relationships and shape the world we live in.

Mental health is a basic human right. And it is crucial to personal, community and socio-economic development."

Choosing Silence

Choosing silence over speaking out about your mental health struggles can lead to exhaustion, and in some cases, complete withdrawal from work.

The experience often shows up in quiet signals:

• Late-night worrying about underperforming

• Guilt around taking time off

• Emotional detachment from work

• The fear of seeming ‘less capable’

When these signals are ignored by us or by those around us, they can slowly deplete both our well-being and our ability to show up fully at work.

For Employers: What Might be the Cause?

The workplace isn’t always the cause, but it’s often an instigator.

It can either intensify existing issues or subtly trigger suppressed struggles. Some common contributors include:

• Unrealistic expectations

When high performance becomes the baseline and rest is seen as laziness, employees can feel like they’re never doing enough, no matter how much they give. This constant pressure depletes confidence and contributes to chronic stress.

• Lack of psychological safety

In environments where speaking up feels risky, whether it’s raising a concern, admitting a mistake, or asking for support, silence becomes a coping mechanism. Over time, this can lead to isolation, anxiety, and emotional detachment.

• Poor work-life boundaries, especially in hybrid or remote setups

While flexible working has its benefits, it can also blur the lines between home and work. Without clear boundaries, people often struggle to switch off, leading to emotional fatigue and burnout.

• Stigma around mental health

In some workplaces, mental health is still viewed as a personal weakness or a professional hindrance. This stigma discourages people from asking for help, even when they’re struggling, reinforcing the cycle of silence and shame.

According to MHFA England’s 2024 data:

• 25% of UK workers report feeling unable to cope with workplace stress, showing the need for more support.

• 63% of UK employees show signs of exhaustion and disengagement, up from 51% two years ago.

• 45% feel uncomfortable discussing mental health concerns with their manager, fearing negative repercussions.

• Work-related mental health issues now cost the UK economy £57.4 billion each year, nearly doubling in recent years.

For Employees: You Don’t Have to Carry it Alone

That’s why early conversations matter. Creating space to talk about mental health, without fear of judgment or consequence, can be the first step toward preventing burnout and emotional withdrawal. Whether it's checking in with a coworker or setting personal boundaries, small moments of honesty can make a big difference.

While systemic change is crucial, individual actions also matter. Some steps you can take:

• Set boundaries around work hours

• Use mental health resources such as apps, therapy, or company tools

• Speak openly, even if just to one trusted colleague

• Rest without guilt; you’re not a machine

But it can’t fall only on you.

For Employers: How to Help

Employers play a crucial role in recognising these silent signals and responding with empathy. From normalising mental health days to training managers on how to have sensitive conversations, pre-emptive support can create a culture where silence doesn’t have to be the default.

These conversations are becoming more common. Many companies are offering:

• Mental health aides or peer support groups

• Confidential counselling services

• Regular wellbeing check-ins

But access is only the beginning.

Culture is the Real Driver

The workplace culture determines whether people feel safe to use those resources. You can have policies and perks offering counselling, mental health days, or flexible hours, but if employees fear being judged, or seen as “less capable” for using them, those policies become symbolic, not supportive.

When mental wellbeing is built into the foundation of a company, everything else falls into place.

Common signs of a toxic work culture:

• Employees fearing that they will appear “uncommitted” and working through their emotional exhaustion and illness.

• Managers that overlook burnout and reward overwork.

• Rest is seen as a luxury and not a necessity.

• Being vulnerable is met with avoidance and awkwardness.

• People apologising for taking a mental health day.

• People being fearful to admit when they are struggling.

In contrast, a supportive culture not only acknowledges mental health, but actively protects it. It nurtures empathy, openness, and balance, making well-being an important part of people.

A supportive work culture feels like:

• Leaders who model healthy boundaries.

• Colleagues regularly check in with each other.

• Normalised mental health days.

• Asking for help is seen as a strength.

• Feedback is delivered with compassion, not fear.

• There is room for people to be human.

In MHFA England’s recent findings:

• Organisations that implement mental health training for managers' report a 30% reduction in mental health-related absences.

• 52% of employees feel more engaged and productive when their organisation offers mental health resources, such as access to counselling or wellness programmes.

• Companies that foster a culture of open communication and mental health awareness see a 20% increase in employee retention rates.

A supportive culture is the foundation. Resources are helpful, policies are needed, but it’s culture that tells employees whether they can use them, without fear, shame, or consequence.

A healthy workplace isn’t one where people never struggle; it’s one where they feel safe enough to say so.

So, ask the question. Share your story. Challenge the culture.

Whether you’re a learner or a leader, you have the power to help someone feel seen and to remind them that mental health matters here, too.

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