The Rising Priority of Mental Health at Work

May is Mental Health Awareness Month—a timely reminder that mental wellbeing isn’t just a personal matter. It’s a workplace imperative.

As rates of anxiety, depression, and burnout rise, employers are feeling the impact: employee mental health is now directly tied to absenteeism, productivity, engagement, and even turnover. In fact, according to the American Psychiatric Association, employees with untreated mental health conditions miss an average of 31 days of work per year and experience reduced productivity for another 27 days.

So, what does real support look like in 2025? The most effective companies are going beyond awareness campaigns and offering tools that actually move the needle.

Why Mental Health Matters in the Workplace

The post-pandemic workplace is more flexible—but also more stressful. Employees are balancing hybrid schedules, digital overload, and economic uncertainty. Burnout is no longer the exception; it’s the baseline.

And the cost of inaction is high. Disengaged employees cost companies up to 34% of their annual salary, while healthcare costs related to mental health continue to rise. Meanwhile, today’s workforce expects more. They want to know their employer sees them as whole people—not just job titles—and that includes supporting their mental health.

When that support is missing, employees notice. And they leave.

What Meaningful Support Looks Like

Too often, mental health support begins and ends with a poster about the Employee Assistance Program (EAP). But meaningful support is:

• Preventative – offered before burnout strikes
• Ongoing – not just a one-time webinar
• Accessible – easy to use, without stigma

Here’s what that can look like:

• Flexible work policies that accommodate mental wellness
• Self-guided tools employees can access privately
• A culture of psychological safety where it’s okay to ask for help
• Peer or community connection that reduces isolation

One GoPivot client shared: “We saw a 40% uptick in employee engagement once we embedded mental health challenges and check-ins into our platform.” Real change happens when mental health is part of the daily conversation—not just a monthly memo.

Wellness Programs That Actually Address Mental Health

Let’s be honest: not all wellness programs are built to support mental health.

Some stop at steps and smoothies. But the most effective wellness programs integrate mental wellbeing into the very fabric of engagement. That’s where GoPivot comes in.

GoPivot’s SMILE Emotional Wellbeing Survey gives employees a private, structured way to assess how they’re really doing—emotionally, socially, and mentally. Based on their responses, the platform delivers custom content: from self-care tips and journal prompts to challenges that reinforce emotional resilience.

And because GoPivot integrates with existing EAPs and support systems, it bridges the gap between self-awareness and professional help.

“We created our SMILE Survey when clients came to us during COVID and asked what we had in our platform for Mental Health. In the 22 years we’ve been in business, this is by far what we get the best feedback on from our clients and partners. It is a practical tool that gives employees a private, judgment-free space to check in with themselves—and gives organizations the insight they need to support their teams with intention.”
— Don Doster, CEO, GoPivot

GoPivot Tools That Make a Difference

GoPivot’s mental health toolkit is designed to be both supportive and actionable:

• SMILE Emotional Wellbeing Survey – customized insights on emotional and social wellbeing
• App-based self-care content – breathing exercises, journaling prompts, gratitude practices
• Monthly mental health challenges – normalize self-care through positive routines
• Webinars and wellness education sessions – expert insights on stress, resilience, and mental health topics
• Integrated support systems – connect directly to EAPs and external mental health services

When mental health is built into the platform, employees don’t have to go searching for help—they can find it where they’re already engaged.

Start Small, But Start Now

Supporting mental health doesn’t have to be overwhelming. Employers can start with small, intentional steps:

• Normalize the conversation – leadership should model openness
• Offer mental health days – rest is productive
• Incentivize self-care – reward participation in mental wellness activities
• Use data to adapt – let employee feedback guide your next move

Mental Health Is Ongoing, Not Just for May

Mental health isn’t a one-month campaign—it’s a year-round commitment. But the good news? Companies don’t have to figure it out alone.

GoPivot helps organizations embed mental wellness into everyday culture through a smarter, data-driven approach. With the right tools, you can support your people in ways that matter—and see the difference in engagement, retention, and overall wellbeing.

👉 Learn more about how GoPivot supports mental health at work