Maybe because I write so frequently about mental health issues, I thought that the topic had moved past its stigma phase.

Well, it turns out I'm wrong, or at least partially wrong. 

According to the NAMI/Ipsos Workplace Mental Health poll, released earlier this year, while an encouraging number of employees, 75%, said that it was appropriate to discuss mental health at the workplace, almost 50% were worried that they would be judged for doing so. 

Holding back on these important discussions is especially worrisome given the fact that the share of employees who report feeling very stressed has doubled since 2024. 

Looking at the underlying reasons for employees feeling uncomfortable about sharing their mental health status at work, the respondents to the survey answered as follows:

• Stigma or judgement around mental health --- 41%
• No one else talks about their mental health at work -- 39%
• Not wanting to seem weak ---- 33%
• Fear of retaliation or lost opportunities --23%
• My job is a main factor affecting my mental health --22%

The need to move past this stigma is also a goal of the ASSP and was included in a column from Linda M. Tapp, 2025-2026 ASSP president. 

She writes:

Organizational culture plays a crucial role in mental well-being. A culture that values health and normalizes conversations about mental health makes it easier for people to seek help. Conversely, the “old school” mentality of “pull yourself up by your bootstraps” can reinforce stigma, making people fear that asking for help is a sign of weakness or may threaten their career. 

Stress, Burnout 

In the NAMI survey, the share of employees feeling "very stressed" nearly doubled since 2024, and more than half report feeling burned out on the job. And the source of that burnout, by half of the respondents, was their job. And that burnout led to 40% of employees feeling that their mental health suffered due to the work demands.

Employers looking to reduce stress and ultimately burnout can take some advice from Dr. Tess Breen. 

What is the single most effective way to reduce burnout?

The research points to manager quality. Gallup finds that managers account for around 70% of the variance in team engagement and wellbeing, and that training managers to lead well can sharply cut active disengagement. Improving the manager relationship is the highest-leverage intervention available to most organizations.

Lack of Training

Given the awareness in all sectors of society about the importance of mental health, one would think that companies are looking for ways to train employees in the area. And many are. But that number is low. Just 32% report having received training about mental health resources from their employer. And only 25% have received training about mental health symptoms or conditions.

The  NAMI study offered an interesting comparison between those who received training and those who did not.  For example:

• 86% feel their manager cares about them vs. 70% without training.
• 69% believe their company prioritizes their mental health vs. 40% without training.
• 58% feel C-suite leadership cares about them vs. 43% without training.
• 43% worry about being judged for sharing struggles vs. 52% without training.