In 2023, workplace mental health was expected to be further along. Mental health benefits are more common, Employee Assistance Programs are widely offered, and organizations talk about wellbeing more openly than they did a decade ago.
Yet a major gap remains.
According to Mind Share Partners’ 2023 Mental Health at Work Report, 60% of employees say they have never spoken to anyone at work about their mental health, including employees at companies that offer formal mental health benefits like EAPs.
Silence Does Not Mean Stability
This statistic does not suggest that employees are fine. The report shows that mental health symptoms remain widespread and persistent, with anxiety, depression, and burnout continuing to impact large portions of the workforce.
The 60% figure points to something structural. Many employees still do not feel safe, supported, or confident enough to talk about mental health at work, even when help technically exists. Access is not the same as usability.
Psychological Safety Is Slipping, Not Improving
One of the most concerning themes in the report is a decline in psychological safety. Compared to prior years, fewer workers feel comfortable talking about mental health at work or believe leadership genuinely prioritizes it.
When employees worry about judgment, career impact, or being seen as unreliable, they are far less likely to speak up. That silence can block early support and push people to wait until issues become harder to manage.
EAPs Alone Are Not the Answer
The presence of an Employee Assistance Program does not automatically change behavior. Benefits without culture do not create trust, and trust is what drives employees to actually use support options.
The report reinforces that employees value practical, day-to-day conditions that make it easier to get help, including managers who know how to respond appropriately and work environments that support sustainable expectations.
Who Feels the Impact the Most
The report also shows that marginalized groups continue to face disproportionate challenges, including higher likelihood of mental health symptoms and lower confidence in employer support. This underscores that mental health support cannot be one-size-fits-all and that inclusive leadership matters.
Why This Matters for Employers
When most employees never talk about mental health at work, issues do not disappear. They surface as reduced engagement, increased burnout, higher turnover, and missed opportunities for early intervention. Silence delays care and increases risk.
Moving From Awareness to Action
The report points to clear priorities: strengthen the foundations of healthy work, equip managers with real training, embed mental health into systems and leadership expectations, and build trust before crisis. Mental health at work is not a campaign. It is a practice.
Download the Full Report
For more data, trends, and recommendations, download the full 2023 Mental Health at Work Report here: Download the 2023 Mental Health at Work Report
