Mental health is no longer a marginal issue - it is a decisive factor for productivity, employee retention and company success. The HR Inside Trend Report 2025 shows that mental stress in the workplace continues to increase. 43% of employees feel stressed by their work situation, and mental illness is now one of the most common causes of absenteeism. Companies that actively tackle the issue of mental health benefit from greater commitment, lower sickness rates and a sustainably productive workforce.
Mental stress in the workplace is increasing
The modern working world is characterized by uncertainty, high expectations and constant availability. This leads to stress, exhaustion and long-term health problems for many employees. According to the report, mental illness is now one of the third most common causes of absenteeism and accounts for more than 10% of all sick days. Companies that focus on a supportive working environment not only reduce absenteeism, but also increase the innovative strength of their teams.
The most common causes of mental stress include
- High pressure to perform and uncertain future prospects
- Lack of support from managers
- Lack of recognition and appreciation
- Unclear structures and overloaded teams
Long-term effects: Without targeted measures, there is a risk of higher fluctuation rates, lower productivity and rising costs due to sick leave. Companies must therefore take action to take preventative countermeasures.
Mental health as a strategic corporate task
Mental health cannot be left to chance - it must be actively integrated into the corporate culture. The report emphasizes that investments in mental health have a proven high return on investment of almost 400%. Companies that invest in prevention and support systems benefit from lower absenteeism and higher employee satisfaction.
How companies can take targeted action
The HR Inside Trend Report 2025 recommends concrete steps to systematically promote mental health:
- Adapt corporate culture: Mental health must be an integral part of the corporate strategy and actively communicated. This includes the introduction of transparent guidelines and clear support services.
- Empowering managers: Recognizing mental stress at an early stage and actively counteracting it is an essential leadership skill. Managers must be trained to react sensitively to stress signals in their teams.
- Long-term promotion of resilience: Employees need tools to help them cope better with stress - from coaching to structural adjustments in their day-to-day work. Digital platforms and apps for stress management and mindfulness can help with this.
- Integrate mental health into existing HR processes: From recruitment to offboarding, mental stress should be taken into account. Good onboarding, regular employee appraisals and an appreciative feedback culture can make a significant contribution to mental health.
- Regular monitoring: Companies should conduct regular surveys on mental stress and derive data-based measures. A continuous feedback system helps to identify developments at an early stage.
Conclusion: Mental health as a success factor
Mental health is no longer a nice-to-have, but an economic success factor. Companies that make targeted investments in mental health measures not only ensure a healthier workforce, but also greater innovative strength and competitiveness. Companies that actively promote the mental health of their employees are more successful in the long term.
