Mental wellbeing is no longer just a personal concern. Increasingly, employees view mental health at work as a priority, and they’re expecting more than surface-level perks. From flexible work arrangements and mental health education, to access to comprehensive support, employees want to feel genuinely cared for.
The good news? Employers in Malaysia are already taking steps in the right direction. But to truly support your employees’ wellbeing — and unlock better engagement, retention, and performance — it’s important to take a more holistic approach.
In this article, we explore what employee mental wellbeing really means, why it matters, and what you can do to create a workplace where your employees can thrive.
We’ll also break down the components of a comprehensive mental health programme — and share how ThoughtFull’s solution can support your organisation’s unique needs.
Employee mental wellbeing refers to a worker’s ability to cope with the daily stresses of work, interact positively with others at the workplace, and fulfil his or her potential.
An employee’s mental wellbeing is influenced by a range of factors in both their professional and personal lives, and it can fluctuate depending on their circumstances at any given time. Someone with a diagnosed mental illness may have a high level of mental wellbeing at a particular moment, while others without mental health concerns may experience periods of poor mental wellbeing or emotional distress.
There’s no single factor that defines overall wellness. While this article focuses on employee mental wellbeing, other dimensions of wellbeing also play a crucial role in shaping an individual’s mental state.
In order to implement workplace wellness solutions effectively, employers and HR teams need to consider these dimensions when designing employee wellbeing strategies.
Other dimensions of wellbeing you need to consider include:
Employees in Malaysia are increasingly prioritising mental wellbeing, and seeking workplaces that offer genuine support. To stay competitive, organisations need to foster a culture of care, invest in flexible work options, and equip managers to support employee wellness effectively.
While employers are focusing on physical and emotional wellbeing, along with overall employee experience, there’s a growing call from employees for more targeted support — particularly in financial wellbeing. This highlights the importance of aligning wellbeing strategies with what employees say they need most.
Wellbeing isn’t just a nice-to-have — it’s a performance driver. Organisations with highly effective wellbeing programmes are seeing stronger outcomes across productivity, engagement, retention, and financial performance, underscoring the tangible business value of investing in employee wellbeing.
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Employee mental wellbeing plays a crucial role in shaping a healthy, resilient, and high-performing workforce. When mental health is prioritised, employees are better equipped to manage stress, stay engaged, and maintain both their personal and professional wellbeing.
The business case for improving workplace mental health is equally compelling. Supporting employee mental health not only benefits individuals, but also contributes to stronger organisational outcomes — from higher productivity and profitability, to reduced turnover and absenteeism.
Improves employee health
The impact of poor mental wellbeing is significant and extends beyond emotional and psychological health — it can also take a toll on an individual’s physical health.
Poor mental health affects a worker’s cognitive functions, including memory and critical thinking. When these functions aren’t working optimally, employees can struggle to manage their professional and personal lives well. Employees who are coping with mental health concerns may also experience physical symptoms like fatigue, digestive problems, body aches, heart palpitations, and shortness of breath.
Conversely, having good mental health supports an individual’s physical health. Employees with good mental health are more likely to engage in healthy habits — like regular physical activity, proper sleep, and balanced nutrition — which help lower stress levels, reduce the risk of chronic illnesses, and strengthen the immune system.
Reduces healthcare costs
By supporting employee mental wellbeing and offering early intervention through wellness initiatives, employers can help reduce expenses related to untreated mental health conditions and other healthcare issues.
When mental health issues are properly addressed, workers typically require fewer claims and medical interventions. These include doctor visits, hospitalisations, and prescription medicine, which can drive up your cost of healthcare.
Encouragingly, employers that support workplace mental health are seeing positive returns. This is supported by research from The National Safety Council and University of Chicago, which shows that organisations saw a return of US$4 for every dollar they invest in mental health treatment.3
Increases productivity and employee engagement
Mentally healthy employees are better able to cope with the stresses in their personal lives and at the workplace.
They tend to demonstrate higher levels of concentration, and the ability to process information and make decisions effectively. Having a positive state of mind also fosters a sense of enthusiasm and drive, enabling employees to feel motivated and contribute to the success of the organisation.
On the other hand, when employees aren’t thriving in their lives, their engagement and performance at work can suffer. According to a Gallup study, 61% of employees who are not thriving report frequently experiencing burnout. These individuals are also more likely to face daily worry (66%) and stress (48%), which can hinder their ability to stay focused and fully engaged in their roles.4
Minimises absenteeism and turnover
Research has shown that poor employee mental wellbeing is closely linked to higher absenteeism and turnover. Research shows that employees with depression are more likely to take sick leave, with workers suffering from untreated depression missing an average of 4.8 workdays per month.5
As more employers recognise this connection, many are taking steps to prioritise mental wellbeing and foster a supportive work environment. By implementing initiatives that help employees manage their mental health, organisations can reduce absenteeism and promote long-term retention
When employees feel supported, they’re more likely to experience greater job satisfaction. In fact, a Gallup study found that 69% of employees who felt their overall wellbeing was supported by their employer were less likely to actively seek a new job.
Employers play a key role in shaping a work environment that supports mental health and overall wellbeing.
By adopting a holistic approach — one that includes flexibility, open communication, education, and access to comprehensive support — organisations can create a workplace culture where employees feel valued and empowered to thrive.
Embrace workplace flexibility
The trend towards greater workplace flexibility is evident.
As we’ve highlighted earlier, Employment Hero’s 2024 Wellness at Work Report found that employees in Malaysia ranked remote and flexible work options as the top perk that would convince them to join a company.1 Similarly, a study by Boston Consulting Group and The Network revealed that only 7% of Asia’s workforce want to commit to a fully onsite work arrangement.7
There are strong benefits to offering more flexibility at work. Without the need to commute or spend long hours in the office, employees gain back valuable time in their day. This gives them the space to manage personal responsibilities or enjoy more leisure activities — without compromising their work.
As a result, employees gain a stronger sense of control over their schedules. This contributes to better work life harmony, reduced stress, and a lower risk of burnout.
To embrace workplace flexibility, you can:
Encourage open conversation on employee mental wellbeing
Encouraging open conversations in the workplace can significantly improve employee mental wellbeing.
It creates a safe space where employees feel comfortable with sharing their personal and mental health challenges. Normalising discussions on workplace mental health also helps reduce stigma, making it easier for employees to voice their concerns and reach out to their managers or colleagues for help. This enables employers and HR teams to identify individuals who are struggling, and provide timely intervention and support
Yet, many still hesitate to reach out. An employee mental health study by Blackbox and ADNA found that only 22% of individuals in Southeast Asia actively seek assistance from their employers or HR teams.8 This data underscores the importance of building a workplace culture where employees readily seek help — and support is easy to access.
To foster open conversations about employee mental wellbeing, you can:
Offer mental health training and awareness
Offering mental health training can support employee wellbeing in meaningful ways.
It helps employees better understand mental health conditions, so they can learn to recognise the early symptoms of mental health issues in themselves and others. This increased awareness encourages early intervention, which prevents issues from escalating.
Mental health training and awareness programmes also equip individuals with skills and knowledge for stress management and building resilience. By developing healthier coping mechanisms, employees are better prepared to navigate challenges and maintain their wellbeing over time.
To implement mental health training and awareness initiatives effectively at your organisation, you can:
Implement a comprehensive employee mental well being programme
Implementing a comprehensive employee mental wellbeing programme requires a dual-pronged approach. It involves combining preventive care with responsive support to address mental health challenges effectively.
With preventive care, the focus is on proactive management. The aim is to help employees protect their mental health and build resilience — before mental health issues arise or escalate. Initiatives that fall under this component include mental health awareness and training, regular mental wellbeing check-ins, and mindfulness programmes.
The second component focuses on equipping employees with the tools and support they need when mental health challenges occur. At this stage, care is typically individualised, therapeutic, and action-oriented. Examples include access to mental health professionals, crisis support services, and mental health apps.
ThoughtFull’s employee mental wellbeing program addresses both these components. We provide preventive care through educational resources, such as daily bite-sized coaching and self-paced learning packs and tools.
Using our platform, employees can access personalised mental health services — including asynchronous text-based coaching and 24-hour crisis support — whenever they need it.
To implement a comprehensive employee mental health solution effectively, you need to:
Supporting employee mental wellbeing is becoming an essential part of building a healthy workplace. When employers take steps to prioritise mental health, they create an environment where individuals feel valued and supported.
And with the right tools and partners in place, getting started doesn’t have to be complicated. With ThoughtFull, your employees can get the mental wellbeing support they need — every step of the way.
Sources:
Mental wellbeing is no longer just a personal concern. Increasingly, employees view mental health at work as a priority, and they’re expecting more than surface-level perks. From flexible work arrangements and mental health education, to access to comprehensive support, employees want to feel genuinely cared for.
The good news? Employers in Malaysia are already taking steps in the right direction. But to truly support your employees’ wellbeing — and unlock better engagement, retention, and performance — it’s important to take a more holistic approach.
In this article, we explore what employee mental wellbeing really means, why it matters, and what you can do to create a workplace where your employees can thrive.
We’ll also break down the components of a comprehensive mental health programme — and share how ThoughtFull’s solution can support your organisation’s unique needs.
Employee mental wellbeing refers to a worker’s ability to cope with the daily stresses of work, interact positively with others at the workplace, and fulfil his or her potential.
An employee’s mental wellbeing is influenced by a range of factors in both their professional and personal lives, and it can fluctuate depending on their circumstances at any given time. Someone with a diagnosed mental illness may have a high level of mental wellbeing at a particular moment, while others without mental health concerns may experience periods of poor mental wellbeing or emotional distress.
There’s no single factor that defines overall wellness. While this article focuses on employee mental wellbeing, other dimensions of wellbeing also play a crucial role in shaping an individual’s mental state.
In order to implement workplace wellness solutions effectively, employers and HR teams need to consider these dimensions when designing employee wellbeing strategies.
Other dimensions of wellbeing you need to consider include:
Employees in Malaysia are increasingly prioritising mental wellbeing, and seeking workplaces that offer genuine support. To stay competitive, organisations need to foster a culture of care, invest in flexible work options, and equip managers to support employee wellness effectively.
While employers are focusing on physical and emotional wellbeing, along with overall employee experience, there’s a growing call from employees for more targeted support — particularly in financial wellbeing. This highlights the importance of aligning wellbeing strategies with what employees say they need most.
Wellbeing isn’t just a nice-to-have — it’s a performance driver. Organisations with highly effective wellbeing programmes are seeing stronger outcomes across productivity, engagement, retention, and financial performance, underscoring the tangible business value of investing in employee wellbeing.
Employee mental wellbeing plays a crucial role in shaping a healthy, resilient, and high-performing workforce. When mental health is prioritised, employees are better equipped to manage stress, stay engaged, and maintain both their personal and professional wellbeing.
The business case for improving workplace mental health is equally compelling. Supporting employee mental health not only benefits individuals, but also contributes to stronger organisational outcomes — from higher productivity and profitability, to reduced turnover and absenteeism.
Improves employee health
The impact of poor mental wellbeing is significant and extends beyond emotional and psychological health — it can also take a toll on an individual’s physical health.
Poor mental health affects a worker’s cognitive functions, including memory and critical thinking. When these functions aren’t working optimally, employees can struggle to manage their professional and personal lives well. Employees who are coping with mental health concerns may also experience physical symptoms like fatigue, digestive problems, body aches, heart palpitations, and shortness of breath.
Conversely, having good mental health supports an individual’s physical health. Employees with good mental health are more likely to engage in healthy habits — like regular physical activity, proper sleep, and balanced nutrition — which help lower stress levels, reduce the risk of chronic illnesses, and strengthen the immune system.
Reduces healthcare costs
By supporting employee mental wellbeing and offering early intervention through wellness initiatives, employers can help reduce expenses related to untreated mental health conditions and other healthcare issues.
When mental health issues are properly addressed, workers typically require fewer claims and medical interventions. These include doctor visits, hospitalisations, and prescription medicine, which can drive up your cost of healthcare.
Encouragingly, employers that support workplace mental health are seeing positive returns. This is supported by research from The National Safety Council and University of Chicago, which shows that organisations saw a return of US$4 for every dollar they invest in mental health treatment.3
Increases productivity and employee engagement
Mentally healthy employees are better able to cope with the stresses in their personal lives and at the workplace.
They tend to demonstrate higher levels of concentration, and the ability to process information and make decisions effectively. Having a positive state of mind also fosters a sense of enthusiasm and drive, enabling employees to feel motivated and contribute to the success of the organisation.
On the other hand, when employees aren’t thriving in their lives, their engagement and performance at work can suffer. According to a Gallup study, 61% of employees who are not thriving report frequently experiencing burnout. These individuals are also more likely to face daily worry (66%) and stress (48%), which can hinder their ability to stay focused and fully engaged in their roles.4
Minimises absenteeism and turnover
Research has shown that poor employee mental wellbeing is closely linked to higher absenteeism and turnover. Research shows that employees with depression are more likely to take sick leave, with workers suffering from untreated depression missing an average of 4.8 workdays per month.5
As more employers recognise this connection, many are taking steps to prioritise mental wellbeing and foster a supportive work environment. By implementing initiatives that help employees manage their mental health, organisations can reduce absenteeism and promote long-term retention
When employees feel supported, they’re more likely to experience greater job satisfaction. In fact, a Gallup study found that 69% of employees who felt their overall wellbeing was supported by their employer were less likely to actively seek a new job.
Employers play a key role in shaping a work environment that supports mental health and overall wellbeing.
By adopting a holistic approach — one that includes flexibility, open communication, education, and access to comprehensive support — organisations can create a workplace culture where employees feel valued and empowered to thrive.
Embrace workplace flexibility
The trend towards greater workplace flexibility is evident.
As we’ve highlighted earlier, Employment Hero’s 2024 Wellness at Work Report found that employees in Malaysia ranked remote and flexible work options as the top perk that would convince them to join a company.1 Similarly, a study by Boston Consulting Group and The Network revealed that only 7% of Asia’s workforce want to commit to a fully onsite work arrangement.7
There are strong benefits to offering more flexibility at work. Without the need to commute or spend long hours in the office, employees gain back valuable time in their day. This gives them the space to manage personal responsibilities or enjoy more leisure activities — without compromising their work.
As a result, employees gain a stronger sense of control over their schedules. This contributes to better work life harmony, reduced stress, and a lower risk of burnout.
To embrace workplace flexibility, you can:
Encourage open conversation on employee mental wellbeing
Encouraging open conversations in the workplace can significantly improve employee mental wellbeing.
It creates a safe space where employees feel comfortable with sharing their personal and mental health challenges. Normalising discussions on workplace mental health also helps reduce stigma, making it easier for employees to voice their concerns and reach out to their managers or colleagues for help. This enables employers and HR teams to identify individuals who are struggling, and provide timely intervention and support
Yet, many still hesitate to reach out. An employee mental health study by Blackbox and ADNA found that only 22% of individuals in Southeast Asia actively seek assistance from their employers or HR teams.8 This data underscores the importance of building a workplace culture where employees readily seek help — and support is easy to access.
To foster open conversations about employee mental wellbeing, you can:
Offer mental health training and awareness
Offering mental health training can support employee wellbeing in meaningful ways.
It helps employees better understand mental health conditions, so they can learn to recognise the early symptoms of mental health issues in themselves and others. This increased awareness encourages early intervention, which prevents issues from escalating.
Mental health training and awareness programmes also equip individuals with skills and knowledge for stress management and building resilience. By developing healthier coping mechanisms, employees are better prepared to navigate challenges and maintain their wellbeing over time.
To implement mental health training and awareness initiatives effectively at your organisation, you can:
Implement a comprehensive employee mental well being programme
Implementing a comprehensive employee mental wellbeing programme requires a dual-pronged approach. It involves combining preventive care with responsive support to address mental health challenges effectively.
With preventive care, the focus is on proactive management. The aim is to help employees protect their mental health and build resilience — before mental health issues arise or escalate. Initiatives that fall under this component include mental health awareness and training, regular mental wellbeing check-ins, and mindfulness programmes.
The second component focuses on equipping employees with the tools and support they need when mental health challenges occur. At this stage, care is typically individualised, therapeutic, and action-oriented. Examples include access to mental health professionals, crisis support services, and mental health apps.
ThoughtFull’s employee mental wellbeing program addresses both these components. We provide preventive care through educational resources, such as daily bite-sized coaching and self-paced learning packs and tools.
Using our platform, employees can access personalised mental health services — including asynchronous text-based coaching and 24-hour crisis support — whenever they need it.
To implement a comprehensive employee mental health solution effectively, you need to:
Supporting employee mental wellbeing is becoming an essential part of building a healthy workplace. When employers take steps to prioritise mental health, they create an environment where individuals feel valued and supported.
And with the right tools and partners in place, getting started doesn’t have to be complicated. With ThoughtFull, your employees can get the mental wellbeing support they need — every step of the way.
Sources:
