In recent years, mental health has emerged as one of the most pressing challenges in the workplace. The pandemic exacerbated an already significant issue, increasing stress and anxiety-related disorders across the globe. A report from the World Health Organization (WHO) noted that in 2019, 15% of working adults were diagnosed with a mental disorder, a number that has since risen, largely due to the COVID-19 pandemic. This has placed immense pressure on companies to not only support their employees’ mental health but to also acknowledge the broader impact that mental well-being has on organizational success.

One company that is committed to addressing these issues head-on is Hettich Australia. Larna Rouillon, the Manager of People and Culture at Hettich, believes that prioritizing mental health is not just a moral imperative but a key driver of productivity, employee engagement, and retention. In a recent interview with People Matters, Larna shared her insights into why mental health should be a top workplace priority and how businesses can foster a culture that promotes mental well-being.

The State of Mental Health in the Workplace

In Australia, anxiety and isolation are among the biggest challenges workers face. Data suggests that younger workers, particularly those under the age of 40, are more than twice as likely to report being diagnosed with anxiety and depression compared to their older counterparts. According to recent statistics, workers in public administration, wholesale trade, and technology sectors report the highest mental health scores, while those with fewer savings or poor physical well-being support from their employers experience lower mental health scores and higher rates of mental health-related absenteeism.

Larna highlights that mental health issues have a direct impact on productivity. “Healthier, happier employees perform better. When employees are struggling with their mental health, it leads to issues like absenteeism, and 'presenteeism'—where employees show up but are not able to give their best. Supporting mental health helps reduce these issues, making for a more motivated and productive workforce,” she explains.

The Business Case for Mental Health

For Larna, the business case for prioritizing mental health is clear. When organizations invest in mental health, it not only benefits employees but contributes directly to the company’s bottom line. She explains that companies with strong mental health support systems experience lower turnover rates, improved morale, and greater engagement. In contrast, companies that ignore mental health may face higher absenteeism, staff turnover, and a general decline in workplace morale.

A focus on mental health also contributes to a positive company culture. “It’s about creating a culture where people feel supported, which improves collaboration and teamwork,” Larna adds. “Companies that are known for taking care of their people tend to attract and retain top talent more easily.” She emphasizes that mental health support is a long-term investment that yields significant returns, particularly in the form of reduced recruitment expenses and greater employee loyalty.

Additionally, mental health programs help businesses stay compliant with emerging health and safety regulations. Many jurisdictions are introducing legislation to include mental health and psychosocial risk in workplace health and safety regulations, which means prioritizing mental well-being is not only beneficial for employees but also essential for maintaining legal and reputational standards.

Building a Culture of Care

Creating a supportive environment for mental health goes beyond having a few policies in place. Larna believes that the foundation of a mental health-conscious workplace is a genuine culture of care. This culture must start at the top with leadership, who must model open conversations around mental health and listen to their employees’ needs. “It starts with our leaders,” Larna says. “When leaders share their own experiences and are open to listening to the experiences of others, it sets the tone for the entire company.”

In Larna’s view, mental health support is not about having all the answers but about listening with empathy and showing that leaders genuinely care. She stresses the importance of training leaders to recognize early warning signs of mental health struggles. By equipping managers with the tools to spot issues early and offer support, companies can ensure employees get the help they need before problems escalate.

Another vital component of a supportive mental health culture is normalizing conversations around mental health. “When mental health is discussed openly, it helps reduce the stigma and makes it easier for employees to reach out for help,” says Larna. “Leaders need to create an environment where employees feel seen and supported. This is why promoting mental health programs is key, but those programs need to be practical, accessible, and genuinely helpful.”

The Importance of Personalized Wellbeing Initiatives

According to Larna, addressing mental health fatigue in the workplace requires moving beyond generic wellness messaging. “Wellness messages need to resonate with individuals. If they are too broad, employees will tune them out,” she explains. Mental health initiatives need to be tailored to address the specific challenges faced by different employee groups. For instance, while some employees may benefit from stress-management workshops or mindfulness training, others might need financial wellbeing support or emotional intelligence training.

Creating targeted wellbeing initiatives ensures that each employee receives the support they need to thrive. “By focusing on specific pillars such as physical health, emotional awareness, financial security, and social connections, organizations can provide meaningful mental health programs,” Larna notes.

Going Beyond the Workplace: Addressing Societal Mental Health Challenges

Organizations also have a role to play in addressing mental health challenges beyond the workplace. Larna believes that businesses can make a significant impact by supporting broader societal mental health initiatives. This could include partnering with mental health organizations, sponsoring public health campaigns, or supporting mental health research.

“By being open, actively engaged, and part of broader societal issues, companies can help reduce stigma and raise awareness,” Larna says. “This engagement not only shows corporate responsibility but also builds trust with employees and the public.” She adds that companies can partner with mental health organizations to provide free resources for communities, such as helplines or online support tools.

Such actions help normalize mental health discussions, making it easier for individuals to seek help and access support, regardless of whether they are within the company or the wider community. By supporting mental health in the community, companies demonstrate that they care about the well-being of everyone, not just their employees.

The Future of Mental Health in the Workplace

Looking ahead, Larna believes that mental health will increasingly become a natural and integral part of workplace culture. “In the next 5-10 years, mental health will need to be part of normal workplace conversations,” she predicts. “Everyone experiences times when their mental health is tested, so normalizing these conversations will help remove the stigma.”

HR leaders will need to be prepared for this shift by becoming more empathetic and adaptable. “Leaders will need to understand and support the unique mental health needs of different generations and individuals,” Larna explains. “Mental health is personal, and what works for one person might not work for another. Leaders will need to build empathy and adaptability into their approach.”

This also means that leaders will need to equip themselves with the skills to address mental health concerns in a way that is tailored to each individual. The focus will be on creating an environment where mental health is seen as an ongoing conversation, not a one-off initiative.

Preparing for the Future

As organizations continue to prioritize mental health, Larna emphasizes the importance of preparing for the future by collecting feedback and continually refining mental health programs. “Gathering regular feedback through surveys or informal check-ins allows companies to adjust their strategies in real time,” she says. “When employees see their input reflected in mental health initiatives, it makes them feel more engaged and valued.”

Incorporating practices like the "right to disconnect" into business continuity plans will also help reinforce mental health initiatives. By respecting employees’ boundaries and allowing them to disengage from work outside of set hours, companies can foster a healthy work-life balance and reduce burnout.

Ultimately, Larna believes that the future of mental health in the workplace is about creating a culture where mental health is prioritized, employees feel supported, and leaders are equipped to help their teams navigate mental health challenges.

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Investing in mental health is no longer a “nice-to-have” but a critical component of organizational success. As Larna Rouillon from Hettich Australia aptly points out, prioritizing mental health has numerous benefits, including improved productivity, higher employee engagement, and reduced turnover. By fostering a culture of care, providing tailored wellbeing programs, and engaging in broader societal mental health initiatives, companies can create a supportive environment that benefits both employees and the organization as a whole.

In an increasingly complex and stressful world, businesses that invest in the mental well-being of their employees are not only making a smart business decision—they are also contributing to the long-term health and sustainability of their workforce.