While workplace mental health awareness has dramatically increased since COVID-19, most employers remain “still in a transition stage” and haven’t fully integrated mental health into their leadership practices or business strategy, according to HR expert Pamela McGee, who spoke at the SHRM26 Conference in June 2026.
Many organizations acknowledge mental health challenges but fail to move beyond basic offerings like employee assistance programs (EAPs). McGee notes that EAPs often aren’t aligned with medical benefits, leaving employees “hanging” after their limited sessions end. Too many companies treat mental health benefits as a checkbox exercise rather than strategic investments.
The disconnect extends to communication and utilization. Companies may offer robust mental health benefits, but employees often don’t know about them or how to access them beyond a flyer in the break room. HR leaders need to regularly evaluate benefit analytics and utilization rates while gathering employee feedback on barriers.
Organizations that prioritize mental health integration see measurable returns including lower absenteeism, stronger engagement, and improved retention. McGee emphasizes the business case: retaining trained employees through mental health crises costs less than recruiting replacements.
As workplace mental health continues evolving, employers must shift from awareness to action through leadership training, psychological safety initiatives, and truly recovery-ready workplace cultures.
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