How organizations can save a lot of money by investing in mental health

In today's fast-paced and demanding world, there is a growing awareness that a healthy company stands or falls with the health of its people. The numbers don't lie: mental health problems cost companies millions every year. But did you know that investing in the well-being of your employees is not only good for them, but also for your business results? A highly regarded report from Deloitte shows that early and proactive support for mental health in the workplace is key to success.

Why wait for things to go wrong?

Everyone has heard it: “Mental health is important.” But as an employer, you want your employees to stay energetic and engaged, even in the long term. Often, problems are only addressed when they are impossible to miss — when someone is absent for a long time due to burnout, for example. But why wait? Deloitte's research proves that the biggest profit comes from early preventative measures, such as creating a work culture where employees feel safe talking about mental health.

What are the costs of inaction?

Let's zoom in on the numbers. According to Deloitte, poor mental health can quickly cost your company between 33 and 42 billion euros per year. How? Due to a combination of absenteeism, reduced productivity (or presenteeism — working when you're actually not fully fit) and staff turnover. Presenteism, in particular, is a hidden cost that increases rapidly. Employees who are physically present but mentally absent perform less and this can have a snowball effect on the productivity of the entire team.

You may have experienced it yourself: you have an important deadline, but the team lacks energy and focus. Projects that don't run smoothly, miscommunication, tasks that get left behind — all these signs can point to employees who are not fully mentally fit.

Early interventions: where are the benefits?

The power of early interventions cannot be underestimated. Imagine having an organizational culture where employees can talk openly about stress and challenges, without judgment. As a result, employees feel supported and are more likely to seek help before the problems become insurmountable. This includes training courses on stress management, access to wellness experts and offering flexible working hours or working from home options. Deloitte states that companies that offer proactive support can achieve a return on investment of as much as 8 to 1 — for every euro invested, you get 8 in return in the form of productive and engaged employees.

An example? Suppose you organize a monthly session where employees receive tips on resilience and happiness at work. People who participate often report less stress and more job satisfaction, which directly translates into a positive work environment and higher engagement. These kinds of initiatives may cost time and money, but provide multiple levels of engagement and productivity.

Cultural change is the basis

Investing in mental health also means investing in culture. Deloitte's research shows that a positive, open work culture is the foundation of every successful wellbeing strategy. The idea is simple: when employees feel supported, they perform better and stay loyal. A culture of openness about mental health often starts with small steps, such as training managers to notice the first signs of overload and make them negotiable. In a culture where mental health can be discussed, everyone feels more comfortable and an atmosphere of mutual understanding and respect is created.

It pays to train managers to recognize early signs, such as changes in performance or behavior. Managers who know how to address these situations can make a huge difference. A simple conversation can sometimes be enough to help someone, while without attention, this can lead to absenteeism or even departure. And the latter is expensive: finding, hiring and onboarding new employees not only costs a lot of money, but also the time and energy of the entire team.

International success: what can we learn?

Deloitte's research shows that other countries have already taken significant steps in improving work-related mental health. For example, Canada has developed a national standard program that provides companies with guidelines and tools for a healthy working environment. Germany, on the other hand, focuses on work-related stress reduction through the “Arbeitsprogramm Psyche,” a collaboration between government and companies. What can we learn from this? These countries show that a collaborative approach, in which both government and companies take responsibility, actually improves employee well-being and contributes to success.

In the Netherlands, we are increasingly aware of the importance of mental health, but there is still much to be gained. Imagine learning from countries like Canada, where employers have access to an extensive network of experts and tools to ensure the mental health of their employees. Such a network not only helps individual employees, but provides a solid foundation on which any organization can build.

Conclusion: Dare to invest

Deloitte's report makes it clear that the future of work is not just about targets and productivity, but also about caring for people. An investment in the mental well-being of your employees pays off twice. Not only through cost savings on absenteeism and turnover, but especially through a more engaged, energetic and productive team. After all, it's the people who make your company — and if they feel good, the company grows with you.

Make sure you take steps today to create a workplace where people can be themselves, grow, and thrive. After all, a healthy, happy employee is also a successful employee.

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