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Workplace mental health challenges have emerged as a significant concern post-pandemic. Despite this, the pervasive stigma surrounding mental illness leads to the concealment of symptoms and reluctance to seek professional help among employees. This study aims to explore the perception of different stakeholders towards the ‘Detection and disclosure’ of workplace mental health challenges in the Indian context. Fifteen semi-structured interviews were conducted with human resource professionals, counselors, and employees who had previously experienced mental health challenge(s). Thematic analysis was done to identify recurring themes and sub-themes. Three critical pathways were identified: minimizing the inhibitory factors , including lack of awareness, denial, low self-efficacy, stigma, and underestimating organizational capability; maximizing the encouraging factors , including psychological safety, perceived social support, and communicating success stories; and implementing supportive organizational practices , including generating awareness and literacy, build the organizational capability, strengthen the role of managers, leadership advocacy, policies, and processes. By fostering a culture of support and prioritizing employee well-being, organizations in India can create healthier and more resilient work environments, benefiting both individuals and the larger society.

Background Mental health programs in the workplace have gained increasing attention as organizations strive to support employee well-being. However, the effectiveness and reception of these initiatives from the employee perspective still need to be studied. Methods A qualitative study used 30 semi-structured interviews with individuals from large insurance companies in Portugal. It focused on their perceptions of workplace mental health programs, stress, and time management training. The participants ranged in age from 25 to 55 years (average 38), with a slightly more significant proportion of women, reflecting the gender distribution in the Portuguese insurance sector. The sample had an average of 10 years of industry experience, from entry-level to middle-management roles. Thematic analysis with an audit trail and thick description was used to analyse data. Results The findings revealed a significant disconnect between the intended benefits of these programs and employee experiences. Many viewed the initiatives as primarily beneficial for the company’s image rather than employee well-being. A common concern was that workload remained unchanged after training, leading employees to prioritize work over program participation. Additional key findings included generational differences in program perception, with younger employees expressing more frustration over the lack of follow-through. Most participants reported that initiatives failed to address the root causes of stress. More than half of the interviewees felt a lingering stigma around discussing mental health at work, whereas a majority mentioned increased stress due to rapid industry digitalization. Notably, many participants perceived a significant gap between upper management’s promotion of mental health initiatives and their understanding of daily employee challenges. Conclusions These findings highlight a critical gap between implementing workplace mental health programs and their perceived value among employees. Organizations need to reevaluate their mental health initiatives to ensure that they provide tangible benefits and address underlying workplace stressors. Future research should explore strategies to better align mental health programs with the insurance sector’s employee needs and work realities.

Background Evidence on workplace bullying and harassment (WBH) in the UK has not used probability-sample surveys with robust mental health assessments. This study aimed to profile the prevalence and nature of WBH in England, identify inequalities in exposure, and quantify adjusted associations with mental health. Methods Data were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England. Criteria for inclusion in the secondary analysis were being aged 16–70 years and in paid work in the past month ( n  = 3838). Common mental disorders (CMDs) were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current CMD using multivariable regression modelling, adjusting for sociodemographic factors. Interaction terms tested for gender differences in associations. The study received ethical approval (ETH21220–299). Results One in ten employees (10.6%, n  = 444/3838) reported past-year experience of WBH, with rates higher in women (12.2%, n  = 284/2189), those of mixed, multiple, and other ethnicity (21.0%, n  = 15/92), and people in debt (15.2%, n  = 50/281) or living in cold homes (14.6%, n  = 42/234). Most commonly identified perpetrators of WBH were line managers (53.6%, n  = 244/444) or colleagues (42.8%, n  = 194/444). Excessive criticism (49.3%, n  = 212/444), verbal abuse (42.6%, n  = 187/444), and humiliation (31.4%, n  = 142/444) were the most common types. WBH was associated with all indicators of poor mental health, including CMD (adjusted odds ratio [aOR] 2.65, 95% CI 2.02–3.49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0.57, 0.46–0.72) and closeness to others (aOR 0.57, 0.46–0.72). Patterns of association between WBH and mental health were similar in men and women. Conclusions These findings reinforce a need for more cohesive UK legislation against WBH; guidance on recognition of bullying behaviours for employees, managers, and human resources, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health service practitioners. Limitations include reliance on cross-sectional data collected before pandemic-related and other changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.

Purpose Although mental disorders are common in the workplace, they often go unnoticed. There is frequently a gap in the recognition and effective management of these disorders, leading to delayed recovery and worsening conditions. This study evaluates the level of Mental Health Literacy (MHL) among employees of the Finance and Planning Departments in the Federal District, Brazil, and proposes preventive measures and de-stigmatization strategies for mental health in the workplace. Methods MHL among active employees was assessed using the Mental Health Literacy Scale (MHLS), developed by O’Connor and Casey (2015) and validated for Brazilian Portuguese by Buta et al. (2024). The data analysis included descriptive and inferential statistics, with nonparametric tests used to compare MHL across different groups. Results The results showed that 27.6% of participants had adequate literacy, 67.9% had problematic levels, and 4.5% had inadequate levels. Women were observed to have higher literacy levels than men. Additionally, significant variations in literacy levels were noted among individuals with different health conditions; those diagnosed with cancer, depression, or other illnesses had higher literacy than those without diagnosed conditions. Conclusion To address MHL challenges, educational actions such as awareness campaigns, training, and consultancy programs are essential.

Background There is a growing awareness for addressing mental health in the workplace. Although interventions to promote mental health at the organizational-level exist, implementation is a challenge. Middle management can play a crucial role in implementing organisational-level interventions. Also, we know that mental models often need to change first, before enactment of such interventions occur. The aim of this study is therefore to better understand whether and how changes in mental models of middle managers are associated with the implementation activities of an organisational-level intervention to support mental health. Ultimately, this is meant to lead to the enactment of, in this case, a dialogue tool to normalize a conversation between middle manager and employee to enhance mental health. Methods Participatory Action Research was used as a method to design our implementation of a dialogue tool primarily focused on middle management to address mental in health in one SME company with 238 employees. In-depth interviews with 11 (middle) managers at the start of the implementation phase were held. After nine months, 9 out of the same 11 (middle) managers were interviewed again to gain understanding whether and how changes occurred during the implementation. Thematic analysis was applied to the interviews, from inductive and deductive perspective. Focus groups with employees and observations during the implementation activities were used for triangulation purposes. Results The mental models of the (middle) managers were analyzed based on readiness for change, perceived challenges and perceived opportunities. These mental models were generally positive towards the project, despite the low trust towards the Top Management and the general lack of experience with addressing mental health at the workplace. Nine months later, mental models changed towards more awareness and engagement in addressing mental health. Also, enactment of the dialogue tool by middle management and employees occurred. An association of these changes with, for example, the frequency and pace of implementation activities in which all employees were involved was reported. Conclusion To implement interventions addressing mental health at the workplace, taking the time and using implementation activities that match the needs of middle management might help to change mental models of (middle) management.

Background Academic mental health research is critical to understanding, treating and preventing poor mental health. Researchers often have their own lived experience of a mental health condition, but despite potential exposure to distressing research material, the mental health and work-related quality of life of mental health researchers is not systematically supported in UK universities. This study aimed to quantitatively characterise the mental health experiences, professional quality of life and workplace support needs of this group. Methods UK academic mental health researchers ( n  = 254) answered an online survey in March 2024. Using linear regression modelling, we tested associations between socio-demographic, mental and physical health and work-related factors alongside negative and positive aspects of professional quality of life, i.e., secondary traumatic stress, burnout and compassion satisfaction, as well as maladaptive coping strategies such as alcohol and drug use or sickness absence from work. We also compared researchers’ workplace support experience with their perceived support need and examined implications for funding applications. Results Having personal lived experience of a mental health condition showed the strongest association with poorer professional quality of life outcomes. Mental health researchers using qualitative methods also reported higher levels of secondary traumatic stress and burnout than those using quantitative methods, as did those with a disability or chronic illness (compared to those without). Researchers with personal lived experience of a mental health condition also showed ten times the odds of taking sickness leave to cope with work related feelings. There were important differences between the types of workplace support researchers experience with those they report needing. Our evidence also points to more guidance needed on factoring support into research projects. Conclusions Our findings highlight the wealth of lived experience amongst mental health researchers, and the importance of providing systematic proactive support for this group, as well as for those with a disability or chronic illness, or those using qualitative methodologies. With sickness absence having considerable economic and organisational consequences for employers and funders, recommendations include developing researcher well-being plans, regular end of project debriefs, development and training on challenging topics, and clearer consideration of researcher support in funding applications.

Background The effort-reward imbalance (ERI) model is a widely used theoretical model to measure stress in the workplace. The objective of this study was to investigate the relationship between ERI and three common mental disorders: major depressive disorder (MDD), generalized anxiety disorder (GAD), and obsessive-compulsive disorder (OCD). Methods In this cross-sectional analysis, the study sample consisted of 4453 baseline participants of the Employees’ Health Cohort Study of Iran (EHCSIR). Trained psychologists utilized the Persian version of the Composite International Diagnostic Interview (CIDI-2.1) during the baseline assessment to identify common mental disorders. Additionally, the validated Persian version of the 23-item ERI questionnaire was employed to assess effort, reward, overcommitment, and effort-reward ratio. To examine the association of ERI components with three common mental disorders (MDD, GAD, and OCD) over the past twelve months, multiple logistic regression analyses were conducted. Results The prevalence of effort-reward imbalance in the study sample was 47.1%. Higher ERI score was significantly associated with MDD (OR: 3.43, 95% CI: 2.30–5.13), GAD (OR: 2.42, 95% CI: 1.27–4.63), and OCD (OR: 2.23, 95% CI:1.19–4.19). The study participants who reported higher scores on work overcommitment had a higher likelihood of having MDD (OR: 1.16, 95% CI:1.10–1.23), GAD (OR: 1.07, 95% CI: 1.01–1.14), and OCD (OR: 1.19, 95% CI: 1.09–1.29). Conclusions According to the study’s findings, work-related stress, as determined by the ERI model, is a significant factor in the development of common mental disorders among employees in the public sector.

Background While there is growing evidence highlighting the prevalence of mental health concerns among university faculty, few studies have examined mental health interventions in this population. The objective of this systematic review and meta-analysis was to collect and critically appraise the available evidence about the effectiveness of interventions designed to improve the mental health of faculty. Methods A systematic search was conducted by searching PubMed, EMBASE, Scopus, Web of Science, and CINAHL to identify relevant studies published in English language from January 1st, 2000 until October 1st, 2023. The search focused on studies done on academic faculty to describe interventions or support programs aimed at improving mental health outcomes, with comparison of mental health data before and after the intervention and an improvement in mental health as study outcome. A random effect meta-analysis method was used to estimate the effectiveness of interventions on faculty mental health. Results Ten publications with 891 participants from 2,217 retrieved records were included. The random effect model showed substantial heterogeneity (I 2  = 84.8%, 95% CI: 73.8 − 91.2%, p  < 0.001). The pooled SMD was − 1.41 (95% CI: -2.81–0.004) showing a large effect, and it significantly favors the use of intervention for reducing mental health issues among faculty members. The effect size estimates for all included studies ranged from small to large, showing the positive effect of intervention on faculty mental health. Multimodal inference analysis showed that, of the many studied factors for faculty mental health, the region was the most important predictor of intervention effectiveness. However, when the significance of quantitative moderators was tested using meta-regression, age ( p  = 0.9491) and duration of intervention ( p  = 0.1284) were not statistically significant. Conclusion Interventions aimed at enhancing the mental health of university faculty were overall significant; however, individual studies showed heterogeneous results. Making efforts to enhance the mental health of faculty is crucial and has been proven effective; nevertheless, the existing evidence necessitates further research in this area. For interventions to be effective, it is imperative to tailor them to the specific environment and to the unique characteristics of faculty members. PROSPERO registration number CRD42023490388

Background Suicide among male construction workers are reported to be disproportionally high compared to the working age population. However, there is minimal understanding of the prevalence and associated factors for suicidal ideation, non-suicidal self-injury, and suicide attempt among this occupational group globally. Methods A cross-sectional study was conducted on a large sample of male construction workers in Ireland ( n  = 1,585). We investigated the prevalence of suicidal ideation, non-suicidal self-injury and suicide attempts and sociodemographic, occupational, and mental health factors associated with these three outcomes. Multivariable Poisson regression was performed to estimate the prevalence rate ratio of suicidal ideation (model 1 primary outcome), while multivariable logistic regression was used to estimate the odds ratio of non-suicidal self-injury (model 2 primary outcome), and suicide attempt (model 3 primary outcome). Results The lifetime prevalence rate for suicidal ideation was 22%, 6% for non-suicidal self-injury, and 6% for suicide attempt. In univariate modelling, socio-demographic and occupation-specific factors associated with the three outcomes included younger age (suicidal ideation and non-suicidal self-injury), not being in a relationship (suicide attempt) and working 35–44 h per week (suicidal ideation and suicide attempt). The mental health factors generalized anxiety disorder, depression, and suicide bereavement were significantly associated with increased risk of the three outcomes. In fully adjusted multivariable models, increasing severity of generalized anxiety disorder and depression were associated with an increased prevalence rate ratio of suicidal ideation, and a higher odds ratio of non-suicidal self-injury and suicide attempt. Conclusion Suicidal ideation, non-suicidal self-injury and suicide attempt are significant issues for male construction workers that require specific attention. Findings highlight a need to support younger male construction workers and those bereaved by suicide. They also highlight the need for the early detection and treatment of generalized anxiety disorder and depression in order to intervene in, and potentially prevent, suicidality among male construction workers.

Within occupational settings, mental health of employees can be affected by complex interactions between individuals and their work environment. The aim of this cross-sectional analysis was to investigate the association between person-environment fit and mental health in employees. Data of n  = 568 participants from the LIFE adult cohort study was analysed, including socio-demographic characteristics, three dimensions of person-environment fit (P-E fit), symptoms of depression and anxiety. Assessment took place between 2017 and 2021. Statistical analysis included descriptive analyses as well as generalized linear regression models adjusted for age, gender, socioeconomic status, marital status, and job status. Correlational analysis revealed significant associations between age, marital status, SES, employment status, symptoms of depression and anxiety and P-E fit. According to regression models, greater perceived fit between person and organization was associated with lower depression scores and lower symptoms of anxiety. Higher perceived fit between demands and abilities was significantly related to lower severity of depression and anxiety. Similarly, participants reporting a higher fit between needs and supplies, exhibited less symptom severity regarding depression and anxiety. These results underline the importance of person-environment fit regarding mental health. Finding ways to obtain an optimal balance should not only be recognized as an important factor for health and well-being, but might also be beneficial for organizations and employers in the long-term.