Supporting Workers’ Mental Health is Good for Everyone

By Susan Weinstein, LCSW, CEAP, SAP

Did you know the average full-time worker in the United States spends about half their waking life at work?

That’s according to the Office of the U.S. Surgeon General, which in 2022 released a new framework for mental health and well-being in the workforce.

With more than 160 million full-time workers participating in the United States workforce, employers have a unique role in promoting the health and well-being of employees and communities.

And they don’t have to go it alone.

The Penn Medicine Employee Assistance Program (EAP) offers a full suite of wellness services with the ultimate goal of helping organizations create and retain a fully engaged and productive workforce.

What is an EAP?

An EAP is a voluntary, work-based program that typically offers free and confidential assessments, short-term counseling, referrals and follow up services to employees who have personal and/or work-related problems.

Employers typically offer EAP services through partnerships with third-party providers, like Penn Medicine EAP. Counseling and other EAP services are private, and records are not shared with employers.

Why should employers have an EAP?

The health of the workforce can influence the health of a business. When employees feel psychologically safe, cared about and valued at work, it is likely they will be productive, innovative and fully engaged.

If employees don’t feel valued by their employers, they are more likely to experience burnout and may disengage from their work. When that happens productivity and the bottom line suffer.

An EAP is one way employers can support their workers — and in turn support their business.

What are the top mental health issues workers face?

Mental health and workplace stress are significant issues throughout the United States.

According to the Office of the Surgeon General, 76% of U.S. workers in a 2021 survey reported at least one symptom of a mental health condition, such as depression or anxiety.

In addition, 84% of respondents in a separate survey reported at least one workplace factor that had a negative impact on their mental health.

Further, a 2024 poll found that stress about mental health is the top obstacle to productivity at work, more than physical health, job security, social issues and caregiving.

That same poll found that for the vast majority of workers (89 percent) better work-life balance would be the biggest way to improve the overall work experience.

Finally, according to the Occupational Safe and Health Administration, workplace stress is reported to cause 120,000 deaths in the U.S. each year.

What else can employers do?

In addition to offering an EAP, employers can adopt the five essential principals for workplace health and well-being laid out by the Office of the U.S. Surgeon General. These include:

• Protection from harm.  To promote practices that better assure protection from harm, workplaces can prioritize workplace physical and psychological safety, enable adequate rest, and normalize and support focusing on mental health.

• Connection and community. Creating cultures of inclusion and belonging and cultivating trust, collaboration and teamwork can help foster positive social interaction and relationships.

• Work-life harmony.  To better assure work-life harmony workplaces can provide more autonomy over how work is done, make schedules as flexible and predictable as possible, increase access to paid leave and respect boundaries between work and non-work time. 

• Mattering at work. Knowing you matter has been shown to lower stress, while feeling like you do not matter can increase the risk for depression. To show workers they matter employers can provide a living wage, engage workers in workplace decisions, and build a culture of gratitude and recognition.

• Opportunities for growth. When workers see opportunities for growth, they tend to feel more optimistic and enthusiastic about contributing to the organization. Offering quality training, education and mentoring is one way to better assure opportunities for growth.

What can workers do?

Almost everyone is going to experience some degree of stress, whether at work or at home, at various points throughout their life. However, there are a number of ways to manage and minimize its impact.

• Practice self-compassion. Recognize that everyone has good days and bad days, and that it’s OK to feel the way you feel. Don’t shut out your feelings. Be kind to yourself.

• Get active. Physical activity is an effective stress buster, and it can take many shapes and forms. If hitting the gym is not for you, go for a walk outside, play in the garden, take a yoga class. The options are endless.

• Protect your downtime.  Try to keep work and your personal time separate. Let colleagues know when you’re not going to be available and avoid checking or responding to emails and texts when not at work if possible.

• Do something you enjoy. Whether it’s getting together with friends, reading a book, learning a new language, or any other hobby, doing something you enjoy can help relieve stress.

• Prioritize sleep. Though it can be easier said than done, getting a good night’s sleep is key to your mental health. Adults typically need between seven and nine hours of quality sleep a night.

• Recognize when you might need professional help. If you experience symptoms such as increased lethargy, drastic changes in appetite, lack of interest in activities, increased emotional distancing, hyperactivity that inhibits the ability to focus, or irrational anger, it may be time to seek professional support. Free mental health services may be available through your company’s EAP.

Workplaces play a significant role in people’s mental health and well-being. An EAP offers multiple benefits for employees and employers alike. Ultimately, supporting and protecting workers’ mental health is good for everyone, and that’s the bottom line.

For more information about the Penn Medicine Employee Assistance Program call (800) 527-0035 or visit www.med.upenn.edu/PennMedicineEAP.

Susan Weinstein LCSW, CEAP, SAP, is a licensed clinical social worker and clinical director of the Penn Medicine Employee Assistance Program.