Awareness of mental health in the workplace is growing, yet research conducted by AMS (in collaboration with bpost, B-tonic, and Elia) reveals that stigmas remain persistent. Nearly half of Belgian managers fear that employees with mental health challenges will negatively impact their colleagues, and one in four would hesitate to hire someone with a history of mental illness. How can we break this stigma?
Deeply rooted stigmas
"Prejudices only add to the challenge of addressing mental well-being in the workplace," says Eva Geluk, senior researcher at AMS. Employers often remain hesitant toward employees with mental health struggles, and alarmingly, 7% of managers actively try to push these employees out of the organization. "These numbers highlight just how deeply ingrained this stigma is. Vulnerability is often seen as a weakness when, in reality, it can open doors for growth—both for individuals and for organizations."
A gap between managers and employees
Executives play a crucial role in fostering mental well-being and reducing absenteeism. However, research indicates that many managers struggle with this responsibility. More than half (54%) admit to lacking sufficient knowledge, and 44% feel unqualified to address mental health issues in their teams. "This lack of knowledge and support not only affects employees experiencing mental health challenges but also impacts the overall well-being of the organization."
Additionally, there is a significant perception gap. Managers tend to attribute mental health struggles to personal factors, such as being 'overly ambitious' or 'taking advantage of the system'. Employees, on the other hand, often see organizational factors as the root cause. "Nearly 49% of employees cite poor leadership as a key reason for absenteeism. This difference in perception makes it difficult to implement effective solutions."
More than yoga sessions and fruit baskets
Although more organizations are prioritizing mental well-being, many initiatives remain reactive rather than proactive. Preventative measures are often introduced only after problems arise, rather than fostering a work environment that promotes well-being from the start. "Yoga sessions and fruit baskets are well-intended, but they don’t address the root of the problem. What’s truly needed is awareness—creating a safe space where employees feel comfortable discussing their mental health. This requires empathy, training, and practical tools for managers."
Strengthening collaboration on well-being
Both executives and organizations must create a supportive environment for addressing mental well-being. The range of training sessions, lectures, and workshops on this topic has significantly expanded, making it essential to critically assess and choose scientifically backed resources. "With the right program, managers will adopt a less stigmatizing mindset and take preventive action more quickly," says Eva Geluk. "And organizations that invest structurally in well-being programs experience up to 30% less absenteeism."
