Stress affects every aspect of our lives. Gone are the days of check it at the door when we go to work. Mental health awareness in the workplace has never been more important.

World Mental Health Day — a global effort initiated by the World Health Organization to increase awareness of mental health, reduce the stigma of needing assistance and promote mental health support — is Oct. 10.

For human resource professionals, the observance provides an opportunity to introduce strategies that improve mental well-being in the workplace.

According to the National Institute of Mental Health, one in five individuals will experience a mental illness in a given year. One in 25 individuals live with such serious mental illnesses as schizophrenia, bipolar disorder and major depression.

Mental health is a key factor in employee productivity, retention and overall satisfaction. When employees feel supported, they’re more engaged and loyal. Overlooking mental health leads to burnout, absenteeism and increased turnover.

What is mental health? It consists of your psychological well-being as a whole. According to the American Psychological Association, mental health is defined as a state of mind marked by emotional well-being, healthy behavioral adjustment, relative freedom from anxiety and debilitating symptoms and the ability to build constructive relationships and handle the normal demands and stresses of life.

Mental health not only influences mood and thinking, but also physical and emotional health. Poor mental health leads to digestive problems, headaches, insomnia, fatigue and other physical symptoms. It’s often measured by the ability to cope with stress or adversity, maintaining healthy relationships and participating in social interactions, engaging at work or involvement in group activities.

Mental health is a key component of overall well-being and affects the ability to function at work. Depression, anxiety and stress-related disorders affect employees, leading to decreased productivity, difficulty in decision-making and challenges in workplace relationships.

For HR professionals, addressing mental health is not only a moral imperative, but also a strategic business move. Supporting mental well-being leads to a healthier, more resilient workforce better equipped to manage challenges and achieve organizational goals.

Here are a few steps to consider when developing a mental health program:

Start by assessing the mental health environment in the organization through anonymous employee surveys to gather insights on stress levels, work-life balance and access to mental health resources. This data will identify areas for improvement.

Next, develop a formal mental health policy that demonstrates the company’s commitment to well-being. This policy should include guidelines for accommodations, mental health-related time off and access to counseling services.

Offer employee assistance programs. EAPs provide employees with confidential access to counseling and mental health support that helps them manage stress, anxiety and other mental health challenges. Provide mental health training for managers and supervisors. Workshops or seminars equip them with the skills to recognize signs of mental health struggles and offer non-judgmental support.

Develop programs to educate and encourage employees to address mental health issues without enduring negative feedback from supervisors and coworkers.  Promote healthy routines, understanding and owning feelings, connecting with others and cultivating an attitude of gratitude.

Establish and promote a supportive and inclusive workplace culture. Employees should feel comfortable discussing their mental health without fear of stigma or discrimination. HR fosters this environment by implementing inclusive policies and practices that support mental well-being.

Take advantage of observances like World Mental Health Day to organize events or activities that raise awareness and promote mental health. This could include workshops, meditation sessions or mental health screenings. Use these events to demonstrate commitment to employee well-being.

Remain aware of legal obligations for mental health, including those in the Americans with Disabilities Act (ADA) and Colorado Anti-discrimination Act (CADA). The ADA and CADA require employers to provide reasonable accommodations to employees with mental health conditions. This includes adjusting work schedules, offering additional breaks or providing time off for therapy or treatment. Work closely with employees and supervisors to ensure accommodations are appropriate and reasonable. Don’t label an employee as disabled when discussing these issues. Stick to the facts

Ensure mental health conditions are treated with the same seriousness and respect as physical health conditions. Discrimination or retaliation based on mental health can result in legal action. Handle mental health issues with sensitivity and care.

HR professionals enjoy unique opportunities to promote mental health awareness in the workplace. By implementing comprehensive mental health programs, reducing workplace stress, fostering a supportive culture and ensuring legal compliance, HR can create an environment where employees feel valued, supported and empowered.