Mental health gap

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HR needs to stop playing defense on mental health

You know what employees really think about workplace mental health programs? That they’re performative.

A 2024 American Psychiatric Association report found that 59% of employees believe their workplace is far less mentally healthy than leadership thinks it is. And 39% worry that being open about their mental health could actually hurt their careers. So yeah – there’s a disconnect.

The problem? HR is still in reactive mode. Most companies offer Employee Assistance Programs (EAPs) that kick in when someone is already in crisis. That’s like waiting until an employee is drowning before throwing them a life raft. What if we focused on prevention instead?

What HR needs to do now

• Ditch the “break glass in case of emergency” mindset. Employees need more than a 1-800 number for therapy after they’ve hit rock bottom. HR should focus on building daily mental wellness habits – think proactive coaching, peer support groups, and manager check-ins that actually go beyond “How’s everyone doing?”

• Get ahead of burnout with data. Companies track performance metrics obsessively – so why not mental health? Absenteeism, engagement dips, or increased turnover? Those aren’t just random blips. They’re warning signs. Use predictive analytics to step in before employees need extended leave.

• Make the business case. Mental health isn’t just an HR initiative – it’s a business strategy. Companies that invest in mental well-being see lower healthcare costs, better retention, and higher productivity. Want C-suite buy-in? Talk numbers, not just empathy.

The reality? Mentally healthy employees perform better. It’s time to stop treating mental health as an optional perk and start treating it like what it is: a competitive advantage.

Supported by Deloitte

Building a Resilient Workforce Isn’t Just a Trend – It’s a Strategy

Deloitte’s latest report explores how Spuerkeess, Luxembourg’s oldest financial institution, is rethinking HR to drive long-term sustainability. From prioritizing internal mobility and professional development to embedding DEI and well-being into company culture, they’re proving that resilience isn’t just about adapting—it’s about thriving.

Key insights:

• Why internal mobility is a game-changer for retention

• How HR can structure DEI efforts for real impact

• The role of managers in preventing burnout and building engagement

• Why organizations must rethink job design to keep employees motivated

HR leaders can’t afford to overlook these shifts. Read the full report.

HR’s favorite AI tools – and the ones they’re ditching

AI in HR isn’t just hype anymore – it’s proving its worth. A new report from the Josh Bersin Company reveals which AI tools HR teams are actually using (and seeing real ROI from).

The biggest winners? AI copilots and career assistants.

• AI copilots cut time spent searching for company info by 95% and slashed HR help desk management by 81%.

• AI-driven career assistants boosted employee satisfaction with career opportunities by 25%, helping workers find training, pinpoint relevant skills, and connect with mentors.

Josh Bersin, CEO of his eponymous firm, puts it simply: “AI’s business benefits extend far beyond efficiency and cost savings. It’s fundamentally about enhancing the employee experience and driving better business outcomes.”

But there’s a catch…

HR teams can’t just plug in AI and hope for the best. Bersin warns that without continuous monitoring and active engagement, AI tools lose their value fast. Treat it like a black box, and you’ll get black-box results.

That said, now is the time to experiment. Companies that lean into AI without hesitation are seeing massive returns.

“If you can be fearless about the implementation of this stuff, you’ll be surprised at how high the return on investment can be.”

What we’re reading

Fortune: Companies that want to hire workers with AI skills need to focus on this 3-part strategy.

HR Dive: Stressed HR teams say they can’t take action on employee feedback.