How Workplace Mental Health Benefits Are Shaping Corporate Success

In Singapore’s fast-paced corporate landscape, the mental well-being of employees is becoming a pivotal element in driving organisational success. According to a report by the ADP Research Institute, the stress levels of Singaporean workers are alarmingly high – with 68% of workers experiencing stress weekly, which is higher than the Asia Pacific average of 61% (Stolarchuk, 2024).

As such, there is a pressing need for companies in Singapore to prioritise mental health benefits as a cornerstone of their corporate strategy.?

Impacts of Mental Health on Workplace Productivity?

Employees experiencing mental health challenges often display reduced productivity, increased absenteeism, and higher turnover rates. Beyond impacting engagement and productivity, mental health conditions can affect an individual’s creative efforts, and ability for decision-making and solving problems.

A study by BetterUp found that individuals without mental health struggles exert 23% less effort in creative tasks compared to their counterparts (Eatough, 2021). Therefore, companies increasingly recognise that employee well-being extends beyond physical health, including emotional and mental resilience.

The Current Landscape of Mental Health Benefits in Singapore’s Workplace

Despite the clear benefits, the adoption of mental health benefits among employers in Singapore has been gradual. In 2020, less than 1% of AIA Singapore’s corporate customers included mental health coverage, but by 2023, this figure had grown to 10%, signalling a positive shift towards recognising the importance of mental health in the workplace (Lee, 2024).?

However, the journey is far from complete. Only 47% of Singaporean employers offer mental health benefits, significantly lower than compared to the over 80% adoption rate seen in the United States (Cigna, n.d.). This difference is largely attributed to concerns around cost, skepticism about the returns on investment (ROI) of mental health programmes, and the challenge of engaging employees in these initiatives.

Overcoming Barriers: Addressing Cost Constraints and ROI Concerns

For many companies, especially small and medium enterprises (SMEs), allocating a budget towards mental health initiatives can feel like a significant financial strain. These organisations often face competing priorities, such as maintaining cash flow and addressing immediate operational needs, which may cause mental health programmes to fall lower on the priority list.

Nevertheless, evidence is mounting that the ROI on mental health initiatives is substantial. A study of Canadian companies found that the median yearly ROI on mental health programmes was CA$1.62, with companies whose programmes had been in place for over three years seeing a median ROI of CA$2.18. This demonstrates that, over time, the financial and productivity benefits far outweigh the initial costs (Deloitte Insights, n.d).

To alleviate cost concerns, companies can begin by implementing low-cost or free resources, such as mental health toolkits or subsidised Employee Assistance Programmes (EAPs). Additionally, employers can take advantage of government grants and form partnerships with mental health service providers like Intellect, which offer scalable solutions designed to fit various budgets.

Examples of Companies Driving Mental Health Support

Several organisations in Singapore are setting the pace by providing comprehensive mental health solutions that prioritise employee well-being:

• AIA Singapore: Recognising the importance of mental wellness, AIA Singapore has significantly enhanced its corporate insurance policies to include extended mental health coverage. Starting in 2025, AIA will be the first insurer in Singapore to offer inpatient mental health care as part of its Group Hospital & Surgical Insurance (Fox, 2024).
• Omnicom Media Group (OMG): In partnership with Intellect, OMG has implemented a comprehensive mental health solution to address employee well-being across the Asia-Pacific region. This initiative includes access to self-guided mental health programmes and professional coaching, demonstrating a commitment to supporting employees' mental health (Intellect, n.d.).

Government Initiatives and Support

Recognising the importance of workplace mental health, the Singapore government has also introduced various programmes and resources (Agency for Integrated Care, n.d.):

National Mental Health and Well-Being Strategy

Launched in October 2023, this strategy equips organisations with tools to enhance mental health support in the workplace:

• Network of Well-being Champions: Senior managers and peer supporters are trained to implement mental health initiatives and share best practices to foster workplace well-being.

• Enhanced Tripartite Advisory on Mental Health: This advisory provides practical guidance on creating supportive work environments, recognising mental health challenges, and offering necessary resources.

Workplace Programmes and Grants

Employers can tap into these initiatives to promote mental health in the workplace:

• iWorkHealth Tool: Developed by the Workplace Safety and Health Institute, this psychosocial health assessment tool helps identify workplace stressors and recommends tailored interventions.

• Grants for Well-Being Programmes: Employers can benefit from The Workplace Outreach Wellness (WOW) Package by the Health Promotion Board and The Total Workplace Safety & Health Programme by the Workplace Safety and Health Council.
• NCSS Mental Health Toolkit: This comprehensive resource offers guidance on hiring and supporting employees with mental health conditions.

Conclusion?

As Singapore moves towards greater awareness and support for mental health, companies must integrate mental health benefits into their organisational frameworks. Investing in mental well-being not only drives productivity but also fosters a thriving, engaged workforce that is better equipped to meet the challenges of today’s competitive business environment.

By viewing mental health initiatives as long-term investments rather than immediate costs, companies can create a more resilient, productive, and satisfied workforce — paving the way for sustainable growth and success.