Occupational health and safety often focuses on reducing the risk of physical illnesses and injuries; however, mental health also plays a crucial role in maintaining a safe workplace. When employees experience anxiety, depression, or chronic stress, it can negatively affect their job performance and productivity, including their ability to work safely.
While many factors contribute to an individual’s mental health, employers can take a proactive role in reducing job‑related stress—an issue that studies show is a major and growing concern for American workers. According to the Occupational Safety and Health Administration (OSHA), more than 80% of U.S. workers report experiencing workplace stress, and more than 50% believe it has affected their home life.
The Internal Organization for Standardization (ISO), whose guidelines are used across industries worldwide, published ISO 45003:2021 Occupational health and safety management — Psychological health and safety at work — Guidelines for managing psychosocial risks to help organizations better understand and manage the impact of mental health on workplace safety.
Guidelines from organizations such as OSHA, ISO, and the National Safety Council reinforce the strong link between mental health and workplace safety, underscoring its influence on decision‑making, focus, and physical health. Poor mental health can lead to the following adverse outcomes:
- Contribute to physical issues such as heart disease, high blood pressure, headaches, and muscle tension, increasing the risk of medical emergencies
- Lead to poor sleep and reduced alertness, slowing the ability to react in dangerous situations and avoid hazards
- Impair judgment, diminishing the ability to identify hazards and heightening the tolerance for risk
- Cause social withdrawal, weakening team communication and collaboration
- Foster indifference, resulting in the disregard of safety protocols and increasing negligence
The consequences of poor mental health not only affect the employee, but also their coworkers’ safety.
Common Workplace Stressors
Although personal circumstances shape an individual’s mental health, employers should also recognize that common workplace stressors can meaningfully influence their employees’ well‑being. Job-related stressors include the following:
- Excessive workloads
- Layoffs, workforce reductions, and job insecurity
- Toxic or volatile work environments
- Lack of leadership support, especially when it comes to employee safety
- Harassment and discrimination
- Traumatic workplace events, such as a serious injury or a significant release of a hazardous chemical
These stressors not only affect mental health, but they also impair performance and increase risks across the organization.
Reducing Workplace Stress
A proactive approach can make a meaningful difference in both employee mental health and organizational productivity. Some strategies that employers can implement include:
- Promoting open communication to ensure employees feel comfortable discussing concerns without fear of retaliation
- Adjusting overwhelming workloads to prevent burnout and afford employees the time to conduct their work mindfully
- Encouraging and respecting work–life balance to reduce chronic stress
- Supporting employees facing difficulties and providing reasonable accommodation when needed
- Gathering feedback through engagement surveys to better understand employee needs
- Offering stress‑relief resources, such as wellness activities, meditation rooms, social events, and counseling
- Enhancing employee assistance programs (EAP) and health benefits to broaden support options
These strategies help cultivate a healthy, engaged workforce and signal that leadership values their employees’ well-being.
It is the responsibility of the employer to provide a safe workplace environment where hazards are identified, and steps are taken to reduce risk. This commitment not only protects employees but also strengthens productivity, quality, and overall organizational growth. A holistic approach to safety, which includes supporting employee mental health, is essential to achieving these goals.
If you would like assistance with implementing a comprehensive safety program that includes employee-focused safety practices, please contact us.
This blog was written by Mutya Cruz, PhD, a Quality, Research, and Training (QRT) Specialist at Safety Partners.
