Physical health has long been a primary focus of many workplace wellness programs, in part because of how easy it is to translate into measurable wellbeing initiatives. 

While these efforts are effective in improving or maintaining diet, exercise, and sleep, true wellbeing involves a complex web of factors that evolve over time—none the least of which are mental and emotional health.

Today’s employees understand this on a deep level, which is why over 80% agree their employers have a responsibility to help them manage their mental wellbeing, according to a report from Goldman Sachs. While the same report found that 95% of corporate partners do offer mental healthcare, this doesn’t always include assistance for unique emotional conditions.

But what exactly is the difference between mental and emotional health, and how can employers effectively address both in the workplace?

Ask any parent and they’ll say the same thing; as amazing and rewarding as it is to have children, parenting is messy, stressful work. But it’s also not their only form of work, given that in 65% of U.S. families, both parents are employed—whether it’s out of necessity or passion for what they do.

Between childrearing and working, parents are often left with little time for themselves, especially when kids head back to school in the fall. And while this lack of personal time can lead to exhaustion at home and in the office, it’s not the only thing causing parental burnout.

August is National Wellness Month—and with summer in full swing, there’s no better time to prioritize leading a healthy lifestyle. 

Many employees look forward to summer being a warm, sunny, and jubilant time of year. But for others, the long, hot days can exacerbate underlying health and wellness issues—especially for those who are already under considerable work-related stress.

Fortunately, by personalizing your wellness program for each employee’s individual needs, you can ensure your workforce receives the resources, treatment, and incentives they need to thrive this summer.

In the past few years, organizations have shifted their focus to employee mental health more than ever before. So much progress has been made that in 2022, 54% of U.S. employees actively requested and took mental health days off work. 

But one disconnect still lingers—48% of those employees didn’t tell anyone, including their managers, that their PTO was for a mental health-related issue.

Stigma surrounding mental health conversations and cultures of presenteeism are two of the biggest deterrents to mental health progress in the workplace. As of 2023, 52.2 million Americans struggle with at least one mental illness, and more than half (28.1 million) have not received proper treatment.

Securing treatment becomes even more complicated given that 5.5 million Americans are also uninsured, making it difficult to obtain that necessary care.

As Mental Health Awareness Month approaches, now is the perfect time to assess how mental health is addressed in the workplace. Doing so will uncover what accommodations are needed to foster belonging, erase stigma, and bridge the gap between employers and employees.

The shift to remote work during the pandemic saved U.S. employees more than 60 million hours of commute time.

Such a radical and sudden shift in routine is bound to reveal things that may have gone unnoticed. For example, the effect that commuting to work has on employee mental health—both positive and negative—is perhaps clearer now than ever before.

With Earth Day right around the corner, now is not only a great time to reflect on what we're all doing to foster sustainability inside and outside of work. It's also the perfect time to compare how certain modes of commuting impact both the environment and employee well-being.

Humans need social connections—both physical and digital—to thrive. 

While the desired frequency and intensity of social interactions vary between individuals, the sudden absence of social contact—as experienced during the pandemic—can take a major toll on mental and emotional well-being.

According to the latest Social Media Usage report from Pew Research Center, a majority of individuals rely on social media platforms to find and connect with others every day—for some, it’s even part of their jobs. These social relationships have proven to be just as effective as in-person relationships at managing stress, anxiety, and depression; boosting self-worth; and preventing loneliness, especially during times of turmoil.

But without moderation, social media usage can invoke the same polarized feelings of overstimulation and isolation as imbalanced in-person relationships. In the workplace, this can lead to employees feeling disengaged, uninterested in career development, and incredibly burned out.