One Employee with Depression Costs the Company 32 Working Days

People spend about a third of their adult life at work. Although psychologists agree that work is generally beneficial for people’s mental health, they also warn that the work environment and other work-related factors can severely impact mental health. Stressful and demanding jobs, poor relationships with colleagues or bosses, bullying, or harassment can all lead to serious mental health problems, with anxiety and depression being among the most common. According to data from the World Health Organization (WHO) from 2018, up to 300 million people worldwide suffer from depression.

WHO also reports that depression causes the global economy to lose $1 trillion annually. Employees with poor mental health not only tend to be absent from work more often, but their productivity is significantly reduced. According to experts from Harvard Business School, each employee suffering from depression causes their employer to lose an average of 32 working days.

Mental health problems in employees, according to information from mentalhealth.org managed by the Mental Health Foundation, affect women nearly twice as often as men among full-time employees. On the occasion of World Mental Health Day, which falls on October 10, both individuals and employers should be reminded of how important it is to care for not only physical health but also mental health.

There Are Many Risk Factors

The mental state of employees is influenced by a number of factors. Some of the most risky factors in terms of mental disorders include insufficient health and safety regulations, workplace bullying (such as mobbing or bossing), poor company communication, inappropriate management practices (such as micromanagement), limited opportunities for employees to participate in decision-making or control their own work, low or poor employee support, overly strict working hours, or even unclear execution of routine tasks. Mental health is also negatively impacted when employees are forced to perform tasks for which they lack education or competencies, or when they are overworked.

Employee mental health problems do not only arise from work and the work environment; they are also influenced by employees’ personal lives. A decline in mental health can be triggered by a sudden life change: a relationship breakdown, illness, or death in the family, and so on. In all cases, it is in the employer’s best interest to provide employees with a helping hand.

The Situation Is Improving. What Can Be Done?

Although Czech companies are somewhat behind in terms of mental health care, the situation is gradually improving. Companies are realizing that mental health is as important as physical fitness for employees. Mental disorders in society have long been stigmatized, and people still hesitate to talk about them. The first step in addressing them is to start the conversation. Employers should make it clear to their employees that they can confide in them about their mental health issues. Companies can now also offer employees free counseling services provided by external specialists, including mental health experts.

It is also very important to actively build a positive company culture that respects the diverse needs of employees. Any form of bullying, harassment, or mistreatment must be completely intolerable. Managers should spend time observing relationships in the workplace and immediately address any negative behaviors. At the same time, employees need help maintaining a work-life balance. A key aspect of this is supporting the proper use of vacation time.

Czech people are somewhat known for not taking their full vacation, leaving them unable to recharge and relax. Employers should not make it difficult to take unpaid leave, especially for handling serious life situations. The widest possible options for flexible working hours—depending on the type of work—should also be a given in today’s world. Prevention also pays off in mental health care. A company can offer various stress management courses, resilience-building programs, or even establish an internal happiness manager.

^{Taken from ManagementNews, 18.12.2025}