Tackling the mental health crisis in GCC workplaces
VIWELL team
Last updated January 16, 2025
Table of Contents:
The growing mental health crisis in GCC workplaces
Stigma and cultural barriers in the GCC region
Addressing stigma head-on is essential to creating a supportive work environment
Why addressing mental health is crucial for organizations
What employers can do to support mental health
The role of digital health interventions
Empowering HR leaders: Download your conversation starter checklist
VIWELL helps you elevate your workplace well-being.
The mental health crisis in workplaces across the GCC region is an urgent concern. Employees are facing rising levels of stress, burnout, anxiety, and depression, which, despite growing awareness, are often overlooked or insufficiently addressed. In highly competitive and high-pressure environments, mental well-being frequently takes a back seat. Statistics show that more than 60% of employees in the GCC report experiencing symptoms of poor mental health, with one in three suffering from burnout (McKinsey & Co.). Despite these alarming figures, mental health continues to be largely ignored in many organizations. This article explores why mental health struggles are often neglected, the real-world impacts they have on both employees and organizations, and what businesses can do to improve employee well-being while enhancing productivity and reducing turnover.
The growing mental health crisis in GCC workplaces
While mental health awareness is increasing globally, many GCC workplaces are still struggling to adequately address these challenges. According to McKinsey, 60% of employees report experiencing mental health issues, with burnout and anxiety being particularly prevalent. These struggles go beyond personal well-being—they directly affect business outcomes, from higher absenteeism to increased turnover rates and diminished productivity. A failure to address mental health in the workplace can lead to a loss of both talent and productivity, as well as a decline in overall company morale.
Stigma and cultural barriers in the GCC region
One of the most significant challenges in addressing mental health in the workplace is stigma. In many GCC countries, a cultural reluctance to openly discuss mental health persists. As highlighted in the 2022 McKinsey study, more than twice the percentage of GCC respondents expressed plans to leave their jobs due to mental health struggles compared to global statistics—36% versus 16%. This stigma often associates mental illness with weakness or a lack of faith, further deterring employees from seeking help. However, organizations that can reduce this stigma and foster open conversations will see stronger employee engagement and retention.
Addressing stigma head-on is essential to creating a supportive work environment
Organizations that lead the charge in normalizing mental health conversations will build trust with their employees and improve workplace culture. To help HR leaders navigate these challenges, we’ve created a Conversation Starter Checklist. This checklist will guide HR professionals through evaluating existing mental health resources and identifying new ways to better support their workforce.
Why addressing mental health is crucial for organizations
Neglecting mental health in the workplace has far-reaching consequences. Poor mental health can lead to lower productivity, job dissatisfaction, and high turnover rates. The World Health Organization (WHO) estimates that mental health issues cost the global economy $1 trillion annually in lost productivity. As such, addressing mental health isn’t just a moral imperative for employers—it’s a strategic business move.
By offering the right support, organizations can mitigate the negative impacts of mental health struggles. Businesses that prioritize employee well-being not only reduce absenteeism and improve employee morale, but they also increase engagement and productivity.
What employers can do to support mental health
To combat mental health challenges and create a healthier work environment, employers in the GCC need to take proactive steps. Here are some actionable strategies:
Implement employee assistance programs (EAPs)
EAPs provide employees with access to confidential counseling and mental health resources. Offering this support is essential for employees struggling with stress, anxiety, or depression. VIWELL offers tailored EAP solutions for organizations looking to enhance mental health support for their workforce.
Promote flexible work arrangements
Flexible work options, such as remote work or adjustable hours, can reduce stress and allow employees to maintain a healthier work-life balance. Research shows that flexible working improves mental health and boosts productivity by reducing employee burnout.
Run mental health awareness programs
Educating employees and managers about the signs of mental health issues can help reduce stigma and ensure employees feel supported. Providing training to recognize and address mental health concerns is key to creating a culture of support and empathy.
Introduce wellness initiatives
Regular wellness programs such as mindfulness training, stress management workshops, and physical wellness challenges can have a positive impact on employee mental health. Such initiatives promote holistic well-being and foster a culture of care.
The role of digital health interventions
Digital health tools are revolutionizing the way mental health support is provided in the workplace. They allow employees to access confidential resources at their convenience, breaking down the barriers of stigma and accessibility. Mobile apps, telehealth services, and helplines give employees the anonymity they need to seek help without fear of judgment. In cultures where in-person mental health care may be stigmatized, digital solutions offer an effective and private alternative.
Research from Canadian University Dubai supports the growing importance of these digital health solutions in the GCC region. Offering portable, affordable, and private access to mental health care can significantly increase employee engagement with support services, helping them seek help earlier.
Empowering HR leaders: Download your conversation starter checklist
As mental health becomes a priority for organizations in the GCC, HR leaders play a pivotal role in driving change. We’ve created a conversation starter checklist to help HR professionals evaluate their current mental health resources and implement meaningful changes. This checklist will guide you through the steps needed to foster a more supportive environment and create a workplace culture that prioritizes employee well-being.
Conclusion
The mental health crisis in GCC workplaces is undeniable, but the good news is that organizations can take actionable steps to address it. By promoting mental health awareness, reducing stigma, and offering flexible work arrangements and EAPs, companies can create a supportive culture that benefits both employees and the organization as a whole. It’s time to stop overlooking mental health challenges and start prioritizing employee well-being—because healthier employees mean a more engaged, productive, and loyal workforce.
