How to Boost Employee Mental Health in Singapore
- Admin
- 1 day ago
- 3 min read
Mental health at work isn’t just a buzzword anymore: it’s a business imperative. In Singapore, the conversation around mental well-being has grown louder, and for good reason. According to the National Population Health Survey, the prevalence of poor mental health among adults rose from 12.5% to 15% in 2023—that’s nearly one in six adults struggling with mental health issues, and many of them are in your workforce.
The TELUS Mental Health Index (Jan 2025) paints an even clearer picture:
36% of workers are at high mental health risk.
Two in five employees feel under constant stress.
Anxiety and work productivity remain the lowest mental health sub-scores for nearly three years.
If you’re an HR leader or company head in Singapore, these numbers should make you sit up. But don’t panic, there’s plenty you can do to turn the tide. Let’s dive into practical and effective strategies (with a sprinkle of Tribe Benefits wisdom).
Table of Contents
Start with Culture
A positive workplace culture is the foundation of mental well-being. The WSH Council Handbook on Supporting Employees’ Mental Health recommends building a supportive culture, setting up systems of care, and helping employees return to work confidently after mental health challenges.
Culture isn’t about beanbags and free snacks—it’s about how people feel when they show up to work. Do they feel safe to speak up? Do they feel valued? Do they feel like they belong? These questions matter more than ever.
Quick wins:
Encourage open conversations about mental health (yes, even in meetings).
Train managers to spot early signs of burnout.
Celebrate small wins—gratitude goes a long way.
👉 Related read: All You Need To Know About Employee Recognition Programmes because recognition is a big part of mental well-being.
Make Flexibility More Than a Buzzword
Hybrid work isn’t just a pandemic: it remains a mental health booster. Employees who have control over their schedules report lower stress and higher engagement. Consider:
Flexible start/end times.
Mental health days (beyond annual leave).
Quiet zones or “no-meeting” days.
Flexibility signals trust, and trust is the ultimate stress-buster.
Further reading:
Invest in Mental Health Benefits (Not Just Gym Memberships)
According to the TELUS report, more than one in four workers lack emergency savings, which adds financial stress to mental strain. Offering Employee Assistance Programs (EAPs), counselling sessions, and even financial wellness workshops can make a huge difference.
And yes, gym memberships are great, but mental health support should be just as accessible. Think therapy sessions, mindfulness apps, and stress management workshops. These benefits show employees you care about their whole well-being, not just their output.
Train Leaders to Lead with Empathy
Managers are the first line of defence against burnout. Equip them with:
Mental health first-aid training.
Skills to handle sensitive conversations.
Tools to balance performance with well-being.
When leaders show empathy, employees feel safe, and safe employees stay longer. Empathy isn’t about lowering standards; it’s about understanding challenges and supporting people to succeed.
Measure, Improve, Repeat
You can’t manage what you don’t measure. Mental health initiatives shouldn’t be a “set and forget” exercise—they need continuous feedback and refinement. Run anonymous pulse surveys to gauge stress levels, workload satisfaction, and overall well-being. Keep them short and frequent, quarterly or even monthly. Use tools like Microsoft Forms or specialised HR platforms to make participation easy.
Pro tip: Nothing kills trust faster than asking for feedback and doing nothing. When you act on feedback, communicate it loudly. Summarise findings in a simple, visual format and share them with the team. It builds trust and shows you’re serious about change. Employees notice when you listen (and when you don’t).
Why This Matters for Singapore Businesses
Mental health is a productivity driver, a retention tool, and a brand differentiator. In a competitive talent market like Singapore, companies that prioritise well-being will attract and keep the best people. And here’s the kicker: happier employees aren’t just more productive: they’re also your best brand ambassadors. They’ll talk about your company in glowing terms, which helps with recruitment and reputation.
Final Thoughts
Start small, stay consistent, and remember: happy employees = thriving business. Whether it’s flexible work, better benefits, or simply saying “thank you” more often, every step counts.
Want more ideas? Explore our other posts on employee well-being and benefits.
