Professional environment and mental health



A stressful work environment is detrimental to mental health.


A stressful work environment is detrimental to mental health, such as workplace discrimination, inequality, excessive workload, and insecurity. According to a 2019 report, an estimated 15% of adult workers worldwide suffer from a mental disorder. Globally, a conservative estimate is that 12 million working days are lost each year due to stress and anxiety, costing the economy about $1 trillion annually.

Therefore, it is imperative to promote mental health in the workplace, as well as take effective measures for the well-being of employees suffering from mental illnesses. Remember, working hard and earning a living are the keys to mental health.

Nearly 60% of the world’s population works and earns a livelihood.
 A safe and healthy working environment is the right of every employee. A dignified source of income contributes to good mental health, for which the following actions are considered essential:

  • Workers should feel confident, purposeful, and successful.
  • Workplace relationships should be positive, and employees should be given opportunities to engage with the community.
  • A platform should be available that helps organise daily routines with multiple benefits.

Remember, reasonable employment for people affected by mental health conditions not only aids in their recovery but also boosts their confidence through participation in work.
 A safe and healthy professional environment is not just a fundamental right of every worker, but it also helps reduce stress and conflicts. Moreover, it positively affects staff performance and productivity.
 On the contrary, the lack of effective facilities not only hampers the ability to work better but also leads to decreased employee attendance.

Mental Health Risks at the Workplace

Mental health risks in the workplace are linked to the nature of the job, work schedules, specific conditions at the workplace, and opportunities for advancement. Several factors contribute to these risks, such as:

  • Low skill level or underutilisation of existing skills.
  • Excessive workload or staff shortages.
  • Long or inflexible working hours.
  • Lack of control over workload or job type.
  • Unsafe or unfamiliar work conditions.
  • A negative work environment.
  • Lack of harmony among employees or strict authoritarian supervision.
  • Violence, harassment, or bullying.
  • Discrimination.
  • Unclear job responsibilities.
  • Job insecurity.
  • Inadequate salary and lack of advancement opportunities.

In developing countries, more than half of the population works in the informal economy, where there are no regulations to protect their health and safety. These workers often operate in unsafe environments, work long hours, and have little to no access to social or financial protections while also facing discrimination.
 All of these factors negatively impact mental health.

Although psychological risks can be found in all sectors, some employees are more likely to be affected due to differences in job types and work environments.
 Economic recessions lead to job losses, financial instability, or increased unemployment — all of which negatively affect mental health.

Other factors that adversely impact mental health include discrimination based on race, gender identity, sexual orientation, disability, migration status, or religion.
 People with severe mental illnesses are more likely to be excluded from employment, and if they are employed, they often face inequality at work.
 Unemployment, temporary jobs, and financial insecurity contribute to an increase in mental health issues such as depression and even suicide.

Measures to Improve Mental Health

Governments, employers, employee representatives, and institutions responsible for workers’ health and safety can work together to improve mental health at offices, factories, and other workplaces through the following measures:

  • Help prevent mental health risks in the workplace.
  • Promote mental well-being in professional spaces.
  • Assist employees suffering from mental health issues.
  • Create a better environment for change.

According to the World Health Organization (WHO), employers should implement organizational systems that not only improve the work environment but also reduce mental health risks — 
 for example, implementing flexible working conditions or strategies to deal with violence and harassment at work.

WHO Recommendations


  • Train managers so they can recognise and help employees experiencing mental distress.
  • Provide training and mental health information to employees, helping them develop skills to reduce stress and other symptoms.
  • Support employees with mental health conditions so they can fully participate in their work.

Employees with mental health conditions have the full right to participate fairly and fully in the workplace.
 In this regard, the United Nations Convention on the Rights of Persons with Disabilities (including psychological disabilities) offers guiding principles.

To support individuals living with mental health challenges, WHO has made several recommendations:

  • Provide workplace accommodations based on the abilities, needs, and preferences of employees with mental health conditions. — 
     such as flexible hours, extra time to complete tasks, and adjustments to reduce stress.
  • Implement healthcare programmes to support employees facing mental challenges and reduce mental illness symptoms.
  • Create supportive employment policies to help employees with mental health issues maintain paid employment.
  • Provide a favourable environment for improvement.

Governments and employers, in consultation with key stakeholders, should work together to create a supportive environment for positive change.

Essential Steps to Improve Mental Health at Work


  • Integrate mental health into relevant policies.
  • Allocate funds and resources for improving mental health at workplaces.
  • Align labour laws and regulations with international human rights laws and implement non-discriminatory policies.
  • Include mental health in all existing workplace occupational safety and health systems.
  • Involve workers, their representatives, and mental health professionals in decision-making.
  • Ensure all actions related to mental health at the workplace are evidence-based.
  • Assign responsibility for mental health compliance to national labour inspectors and other departments.