5 powerful ways South African employers can transform workplace mental health

We spend roughly one-third of our lives at work. Yet, for many South Africans, the workplace has become one of the biggest sources of stress and anxiety.

Between economic pressure, high unemployment and burnout creeping in from all sides, it’s easy to see how mental health has quietly become the backbone of productivity and performance.

In recent years, businesses across the world have started to understand that good mental health isn’t just a “nice-to-have”; it’s a critical business tool.

Happier, healthier employees mean fewer sick days, stronger performance and more innovation.

According to the World Health Organization (WHO), depression and anxiety cost the global economy an estimated US$1 trillion each year in lost productivity, but every dollar invested in mental health treatment returns fourfold in improved productivity and well-being.

As World Mental Health Day approaches on October 10, the real question for South African employers isn’t whether they should support mental health at work but how to do it meaningfully.

Fedhealth shares a few ways businesses can create a safe work environment for their employees: 

1. Create a psychologically safe work culture

It starts with trust. A psychologically safe workplace is one where employees can admit when they’re struggling without fear of judgment or losing their job. This kind of openness doesn’t just happen; it’s built through leadership that listens and leads with empathy.

Encourage open dialogue. Train managers to spot early signs of burnout, anxiety, or withdrawal. Introduce regular check-ins that go beyond “How’s the project going?” to “How are you doing?”

Anonymous feedback channels can also help, especially in South Africa, where stigma around mental health remains a barrier.

According to the South African Depression and Anxiety Group (SADAG), nearly one in three South Africans will experience a mental health challenge in their lifetime, yet most never seek help. When employees feel seen and supported, they’re far more likely to speak up and stay productive.

2. Rethink the way we work

The post-pandemic years have reshaped how we think about “work-life balance.” Flexibility is no longer a perk; it’s a necessity. Flexible working arrangements, whether hybrid schedules, staggered hours or compressed workweeks, have been linked to lower stress and higher job satisfaction.

A 2022 Harvard Business Review study found that employees with more control over their work hours reported significantly lower levels of burnout.

For South Africans, flexibility can be a game-changer, alleviating the daily strain of long commutes and unreliable public transport.

The key is to balance flexibility with accountability. Set clear expectations, trust your employees, and measure outcomes, not hours.

3. Make mental health support accessible

Even when companies have wellness programmes, employees often don’t know how to access them. Simplify this. Partner with your medical aid provider to offer mental health benefits that are easy to use and clearly communicated.

You can also connect employees with external resources such as SADAG’s 24-hour helpline (0800 21 22 23) or local Employee Assistance Programmes (EAPs) that provide free counselling sessions. When help feels easy to find, people are more likely to reach out before things spiral.

4. Invest in awareness and everyday well-being

Knowledge breaks stigma. Regularly host workshops or “mental health days” that promote awareness around topics like stress management, mindfulness or even financial wellness (a major stress trigger for many South Africans).

Linking mental health to physical well-being, the two are deeply connected. Encourage physical activity, healthier lunch options, or group walks. A 2023 University of the Witwatersrand study found that employees who exercised regularly reported better mood, focus, and resilience at work.

When people feel better physically, they cope better mentally.

5. Review, adapt and keep listening

Supporting mental health isn’t a once-off campaign. It’s a culture. Keep an eye on employee engagement, absenteeism, and retention, all of which can signal how well your workplace is supporting its people.

Anonymous surveys, exit interviews, and open forums can provide valuable insight. Listen to what your teams say and adapt. What worked last year might not work today.

Work will always come with pressure, deadlines, expectations, and demands. But it shouldn’t cost us our mental health.

For South African businesses, investing in mental well-being isn’t just about kindness; it’s about sustainability.

A mentally healthy workforce drives creativity, loyalty and long-term growth. As we mark World Mental Health Day, let’s remember: mental health at work is everyone’s business.

If we can create workplaces that care, we’ll not only build stronger companies but also a stronger, healthier South Africa.