Excerpt: Risks to mental health at work
At work, risks to mental health, also called psychosocial risks, may be related to job content or work schedule, specific characteristics of the workplace or opportunities for career development among other things.
Risks to mental health at work can include:
under-use of skills or being under-skilled for work;
excessive workloads or work pace, understaffing;
long, unsocial or inflexible hours;
lack of control over job design or workload;
unsafe or poor physical working conditions;
organizational culture that enables negative behaviours;
limited support from colleagues or authoritarian supervision;
violence, harassment or bullying;
discrimination and exclusion;
unclear job role;
under- or over-promotion;
job insecurity, inadequate pay, or poor investment in career development; and
conflicting home/work demands.
More than half the global workforce works in the informal economy (2), where there is no regulatory protection for health and safety. These workers often operate in unsafe working environments, work long hours, have little or no access to social or financial protections and face discrimination, all of which can undermine mental health.
Although psychosocial risks can be found in all sectors, some workers are more likely to be exposed to them than others, because of what they do or where and how they work. Health, humanitarian or emergency workers often have jobs that carry an elevated risk of exposure to adverse events, which can negatively impact mental health.
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Reflection:
This recent statement from the World Health Organisation about workplace health paints a vivid picture of the many ways that mental health can be impacted in the workplace. It’s clear, realistic, and highlights a wide range of challenges that people face every day in their working environments. While some of these risks may seem daunting, it's important to remember that change, at both individual and organisational levels, is possible. Change begins with awareness and is driven by a commitment to fostering a healthier workplace.
How realistic is this?
The risks outlined in the statement are very real for employees around the world. These challenges—whether it's being overworked, under-appreciated, or dealing with an unsupportive work culture—can take a serious toll on mental well-being. The rapid pace of modern life, combined with economic pressures and global uncertainties, means that people are often caught in environments that don’t serve their health well. Many workplaces struggle with understaffing, unclear job roles, or a culture of overwork, which can lead to burnout or more serious mental health concerns like compassion fatigue or vicarious trauma.
And addressing these risks can feel overwhelming. The good news is that both individuals and organisations have the power to make meaningful changes that ripple outwards, creating safer, more supportive work environments which in turn creates healthier and happier communities.
What can individuals do?
As individuals, it can feel like we have little control over larger systems, but personal actions matter a lot. Here’s what can be done on a personal level:
Raise awareness: Engage in open conversations about mental health. You can gently educate peers and managers about these risks in the workplace, helping to build a culture where mental health is seen as a priority.
Set boundaries: Practice setting healthy work-life boundaries where you can, like clarifying work hours and time off. If possible, advocate for flexibility to balance conflicting home and work demands.
Seek support: Whether it's from a colleague, a supervisor, or a professional, knowing when to seek help or advice can prevent burnout. Encourage others to do the same.
Skills development: If you feel under-skilled or under-challenged, seek opportunities for training and development. This not only boosts personal satisfaction but sends a message to your peers and managers that investing in personal growth is important.
Be a positive influence: Lead by example. Display compassion and support towards colleagues. Even small acts of kindness can contribute to a more inclusive, respectful culture.
What can organisations do?
Organisations have a unique responsibility—and an opportunity—to drive cultural change in their workplaces and within their communities. When they prioritise mental health, they not only protect their staff but also build stronger, more resilient and engaged teams.
Create open dialogues: Build a culture where mental health is openly discussed, and not stigmatised. Regular check-ins with staff and managers should include conversations about workload, stress levels, and support.
Invest in staff development: Offer career development opportunities and training to build skills; this encourages growth and strength within the org and makes your employees feel valued and capable. A sense of growth and progression is critical for long-term satisfaction.
Review workloads and roles: Make sure that workloads are manageable and job roles are clear; this can prevent unnecessary stress and loss of valuable staff. Hiring sufficient staff and providing the right tools to get the job done properly demonstrates the org’s commitment to its employees' well-being.
Promote flexibility: Encourage flexible working arrangements to help employees manage their home and work demands. Providing options like remote work, flexible hours, or personal days can significantly reduce stress and improve work-life balance.
Build support systems: Strengthen support networks within the company, ensuring that employees have access to mental health resources, peer support groups, or mentoring programs. When people feel supported, they’re more likely to thrive.
Foster a respectful culture: Actively work on building an organisational culture that will not tolerate negative behaviours such as bullying or harassment. This starts with leadership setting the example and policies that reinforce respect and inclusion.
The path to systemic and cultural change
Systemic change doesn’t happen overnight, but every step taken—whether by an individual or organisation—gets us closer to healthier, safer workplaces. At the heart of all of this is the need for empathy, communication, and a shared commitment to prioritising mental well-being. By focusing on small, actionable changes, we can all contribute to a shift that benefits not just our workplaces, but the wider community.
In offering this information, we hope to empower individuals and organisations to take proactive steps towards nurturing healthier, more compassionate working environments. The effort is worth it—because healthier people build stronger, more successful companies, and happier communities.
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