How prioritizing employee well-being can reduce turnover, prevent burnout, and create a more engaged team
Over the past few years, mental health has gone from a “nice-to-have” topic to an essential conversation in every workplace. But knowing that something is important and knowing what to do about it are two very different things.
Many companies care deeply about their people but feel stuck on how to actually support employee mental health in a meaningful, consistent way. Others may think they’re doing enough — offering an EAP, sending out a few wellness emails — but still see signs of burnout and disengagement.
At Pennworth, we help companies bridge that gap. Because mental health support doesn’t have to be overwhelming, and it doesn’t require a massive program to make a real difference.
Let’s break down why this matters, what it costs you when it’s ignored, and what you can do to create a workplace that supports the whole person — without overcomplicating it.
Why Mental Health Support Isn’t Just a Perk Anymore
Mental health impacts every part of your organization — even if you don’t always see it clearly on the surface.
Employees who are stressed, overwhelmed, or burned out may still be showing up to meetings. But under the surface, they may be struggling to stay focused, connect with their coworkers, or even get through the day. Over time, this quiet struggle leads to bigger issues: absenteeism, disengagement, and turnover.
The data backs this up. The World Health Organization estimates that untreated mental health conditions cost the global economy over $1 trillion each year in lost productivity. And in the U.S., that cost is felt especially hard by small and mid-sized businesses, where every team member plays a critical role.
That’s why mental health support isn’t just about doing the right thing — it’s about doing the smart thing. When employees feel supported, they stay longer, perform better, and help create a healthier culture for everyone around them.
What Happens When Mental Health Is Overlooked
When a company doesn’t actively support mental health, it doesn’t take long for the ripple effects to show up.
Here’s what you might see:
Sound familiar? You’re not alone. And the good news is — there’s a better way.
Four Practical Ways to Support Mental Health at Work
Mental health support doesn’t have to mean launching a huge initiative or hiring wellness consultants. Most often, it starts with intentional, human-centered steps that fit naturally into your existing culture.
1. Normalize Mental Health Conversations
If people feel like they have to hide their stress or struggles, it only gets worse. One of the most powerful things you can do is create a culture where mental health is safe to talk about.
This could mean:
When people know they won’t be judged for speaking up, they’re far more likely to get the support they need before it becomes a crisis.
2. Make Benefits Easy to Use (and Understand)
You might already offer mental health coverage through your group plan or EAP — but are your employees using it?
Make sure:
If employees don’t know what’s available, it might as well not exist. Communication and visibility are key.
3. Give Managers Tools — Not Pressure
Managers are often your first line of defense, but they’re not therapists. Instead of expecting them to handle everything, equip them with:
When managers are empowered to care — not fix — everyone benefits.
4. Build Flexibility Into the Culture
Stress looks different for everyone. But across the board, employees need time and space to manage it.
Some ideas:
Even small shifts in how the workday is structured can have a big impact on mental well-being.
The Payoff: Retention, Productivity, and Loyalty
When employees feel supported — really supported — they bring more energy, focus, and commitment to their work. They’re more likely to stay, refer others, and become advocates for your company.
In short, mental health support isn’t a cost. It’s an investment in your most valuable resource: your people.
Let’s Build a Benefits Strategy That Supports the Whole Person
Whether you’re a business owner, HR leader, or benefits decision-maker, you don’t have to figure this out alone.
At Pennworth, we help employers build smarter, more human-centered benefits programs — ones that support mental health, reduce risk, and reflect your company’s values.
