Written by Vanessa Lloyd, Director and Head Therapist
Vanessa Lloyd is a well-known recovery and performance specialist at Pro Active Manchester in the north of England. She works primarily with athletes and fitness fanatics of all levels implementing Pro Active's ProX Formula. She is renowned for getting top level results with technologies such as PEMF, Red Light, and Deep Tissue Acupuncture.
It’s no secret that the modern workplace is more stressful than ever. Employees are juggling heavy workloads, tight deadlines, and the constant pressure to perform. Throw in the ongoing challenges of maintaining work-life balance, and it’s easy to see why depression, stress, and fatigue are becoming common issues in the workplace. But what many HR professionals may not realise is just how much these problems can negatively affect the workplace, from productivity to culture and even company loyalty.
Mental health in the workplace is a growing concern
First off, depression, stress, and fatigue are incredibly common. We’re not just talking about the occasional bad day or feeling tired after a long week. Millions of people struggle with chronic mental health issues that can have serious impacts on their work. The World Health Organisation (WHO) has named depression as the leading cause of disability worldwide, which should be a wake-up call for organisations everywhere.
Despite this, talking about mental health at work is still a bit of a taboo subject. Employees often worry that admitting they’re struggling will make them look weak or incapable, so they keep quiet. But when these issues go unaddressed, it creates a bigger problem for HR teams, as both employees and companies end up suffering the consequences.
How depression, stress, and fatigue hurt productivity
Let’s talk about the bottom line first: productivity. When employees are dealing with depression, stress, or fatigue, their performance inevitably takes a hit. Here’s why:
Lower performance and engagement
Employees who are mentally drained find it harder to focus, make decisions, and stay motivated. As a result, tasks take longer, mistakes become more frequent, and overall output drops. Even your best performers can struggle to keep up when they’re not in the right headspace.
More absenteeism and presenteeism
Stress and depression often lead to people taking more sick days, but there’s also the issue of presenteeism—when employees come to work but aren’t functioning at full capacity. It’s a hidden productivity killer, as they might be sitting at their desks, but they’re not fully engaged or effective.
Higher turnover rates
When employees feel overwhelmed or unsupported, they’re more likely to leave. And let’s face it—hiring and training new people is expensive. By creating a supportive environment, you can keep good people on board and avoid those costly turnover cycles.
The ripple effect on workplace culture
It’s not just individual performance that takes a hit when employees are struggling with their mental health—workplace culture can suffer, too.
Morale takes a dip
When one person on the team is visibly stressed or fatigued, it can spread like wildfire. Others start feeling the weight, and before you know it, the entire team is operating at half-speed, disengaged and demotivated. A poor workplace culture driven by stress can lead to widespread dissatisfaction, which hurts the company in the long run.
Communication breaks down
Depression and stress can affect how employees interact with each other. Someone who’s struggling might withdraw, miss deadlines, or become irritable. This can lead to misunderstandings or tension among team members, hurting collaboration and overall team dynamics.
The legal and ethical responsibility of HR
Beyond the day-to-day impacts on productivity and culture, HR departments also have legal and ethical obligations when it comes to supporting employees’ mental health. Mental health issues often qualify as disabilities, meaning employers need to provide reasonable accommodations to help affected employees. Ignoring these issues isn’t just risky from a legal standpoint—it’s also bad for employee relations.
On an ethical level, HR professionals should aim to create an environment where employees feel safe discussing mental health challenges. No one should feel like their job is at risk because they’re dealing with depression or burnout. Supporting mental health in the workplace is not only the right thing to do, but it also fosters a culture of trust and loyalty.
How HR can make a difference
So, what can HR teams do to tackle this growing issue? Fortunately, there are some practical steps you can take to create a more supportive and mentally healthy workplace.
Encourage open dialogue
One of the best ways to reduce the stigma around mental health is by encouraging open conversations. If leadership and managers are talking about mental health, employees are more likely to feel comfortable doing the same.
Offer mental health resources
Whether it’s providing access to Employee Assistance Programs (EAPs), offering mental health days, or providing on-site counselling, having resources readily available makes a big difference. Make sure employees know about these resources and how to access them confidentially.
Promote flexibility
Overwork and rigid schedules are major contributors to stress and fatigue. Consider offering more flexible work options, like remote work or adjustable hours. This can help employees manage their mental health better and prevent burnout.
Train managers to spot the signs
Often, managers are the first to notice when something’s off with an employee. Offering training that helps them recognise signs of mental health struggles—and teaching them how to respond with compassion—can make a big difference.
Keep an eye on workload
Make sure employees aren’t overloaded with unrealistic expectations. Regularly checking in with teams about their workload can prevent stress from building up to harmful levels.
Offer physical health resources
Giving employees access to modalities that keep their bodies in good health helps massively. From corporate massage to things like PEMF (Pulsed Electromagnetic Field Therapy), which have been shown to reduce absenteeism and employee energy drain, may really help to improve your employee's health and, in turn, help the company.
Mental health isn’t just a personal issue—it’s a workplace issue. Depression, stress, and fatigue can have a huge impact on an organisation’s productivity, morale, and overall success. For HR departments, supporting mental health isn’t just a nice thing to do; it’s essential for keeping the workplace running smoothly. By promoting a culture of openness, providing resources, and staying proactive, HR can play a key role in fostering a healthier, more resilient workforce.
Read more from Vanessa Lloyd
Vanessa Lloyd, Director and Head Therapist
Vanessa Lloyd is a leader in recovery and performance in the north of England with her company Pro Active Manchester. Helping athletes and fitness fanatics of all levels to achieve peak performance and accelerate rehabilitation from injury. Using Pro Active's ProX Formula, Vanessa uses state of the art technologies such as PEMF, Red Light Therapy, and Deep Tissue Acupuncture to achieve top level results with her clients.
