There's an alarming trend emerging in workplaces around the world: while the number of work-related accidents and illnesses has been in steady decline for a number of years now, mental health conditions are seeing a significant increase. This is due, among other things, to stress, time pressure, increased workloads and conflicts in the workplace.
In 2023, the McKinsey Health Institute conducted a global survey of over 30 000 employees from 30 countries including Switzerland, Germany, Argentina, India, Poland, Japan, Sweden and the US. The survey addressed toxic behaviour in the workplace, workloads, time pressure, access to health-related resources, leadership skills and psychological safety. It also explored factors such as autonomy, meaningfulness of work, and support from supervisors and colleagues.
According to the survey, employee health problems can cost a medium-sized S&P company between USD 228 million and USD 355 million a year in lost productivity. The survey also showed that in the United Kingdom, good employee mental health could result in savings of between GBP 130 billion and GBP 370 billion per year, in other words, six to 17 % of the nation's GDP.
Asia, unlike Europe, is experiencing very strong growth. And according to an earlier McKinsey report, the long working hours, high performance expectations and cultural factors in many of these economies have led to higher than average burnout rates in the workplace. The trend is mirrored in Switzerland, where higher rates of mental conditions among employees are also a reality.
Milena Wütschert, who is responsible for occupational health and safety within the Canton of Zurich's Department for Economic Affairs can testify to this. "Stress is becoming more and more of a burden in the workplace," she says.
But the impact of that burden is not only felt by employees - it is also felt by employers, as no company can do well if its employees suffer from mental health conditions or are in poor mental health. And the current war for talent means that now more than ever, companies need to have a reputation as an employer that takes good care of its people if they want to attract new employees.
"A workplace that promotes the health and well-being of employees generally attracts the best talent, retains its existing employees and is conducive to collaboration," says Angela Patrick, HR Business Partner at Holcim Switzerland. According to Patrick, the global building materials manufacturer is convinced of the importance of ensuring employees feel both physically and mentally healthy, as this makes them more willing to engage in teamwork, problem-solving and constructive interactions with their colleagues. "Another reason this is so important is that mental health is linked to creativity and innovation," she adds.
For Swiss International Airlines, creativity and innovation are one side of the coin - but the other is safety. "We want to protect the health of our employees and at the same time, we need to ensure that we operate our flights safely," says Nadine Kälin Vital, Head of Health & Case Management at the airline. Companies like Swiss therefore need to invest in employee health and in reintegrating employees who are returning to work after an extended mental health-related leave of absence.
Mental health conditions are not always immediately apparent and often develop gradually. This is especially true in the workplace, where people tend to keep the challenges, they are facing to themselves. "While physical injuries are usually immediately recognisable, psychosocial risks often arise as a result of poor work design or organisation, or an unhealthy social environment in the workplace," explains Milena Wütschert. And companies often also lack the resources and expertise they need to systematically implement occupational health measures.
According to the consulting firm Mercer, companies should actively support the mental health of their employees by, for example, empowering financial literacy in the workforce and offering financial benefits for basic expenses such as housing, childcare and health care. In addition, Mercer recommends that companies support women's health, introduce needs-based flexible benefits and improve access to medical care in general.
The Canton of Zurich's occupational health and safety unit has launched a pilot project to support companies on their path to improving mental health in the workplace. It offers free advice for companies and provides them with access to a network of specialised organisations and partners.
Large companies such as Swiss and Holcim can serve as an example for smaller organisations. "Nobody chooses to get sick, it could happen to any of us." says Nadine Kälin. "So it's important for employers to check in with their employees early on, ideally before their situation results in an extended absence from work." Kälin adds that companies should also seriously consider whether they need to make adjustments in the workplace, and underscores the importance of information and transparency. "Team members should be informed about the situation in consultation with the person concerned."
Holcim is one company that has started to take a more proactive approach in this area: "We provide our management and supervisors with comprehensive mental health training so they can better support their teams," says Angela Patrick, adding that mental health is actively promoted in Holcim's work environment. "And we make sure that all of our employees have access to support 24/7 via a confidential hotline."
LGT believes that a thriving workplace begins with prioritising mental health and well-being. That's why we've developed a robust support system to help employees feel empowered, supported and understood:
At LGT, supporting mental health isn't just a benefit - it's a cornerstone of how we work together to build a stronger, healthier organisation.
