5 signs your HR mental health policy is just empty promises and how to make it better

alexanderlaugomer1
Apr 9
5 min read

Updated: Apr 22

Learn more about the steps HR leaders can take to establish mental health standards in organizations.

Kyan Health illustration showing mental health

Think your HR mental health policy is doing the trick?

It’s 2025, and let’s be honest—mental health is finally on the corporate radar. But while plenty of companies have shiny, well-meaning HR mental health policies written up in handbooks or pinned on the company wiki, that doesn’t mean they’re doing what they’re supposed to do.

For senior HR leaders, the stakes are high. Mental health isn’t just about employee happiness anymore—it’s about productivity, retention, brand reputation, and long-term business sustainability. And in a hybrid, post-pandemic world? Your employees are more emotionally stretched than ever before.

So, the million-dollar question is: Is your mental health policy actually helping—or is it just a performative checkbox?

Let’s break down five common signs your policy might not be pulling its weight—and more importantly, what you can do about it.

1. Your Mental Health Policy Exists—But It’s Practically Invisible

The red flag: The policy exists... somewhere. But employees don't know about it, and managers rarely talk about it.

Why it matters: Even the best policy means nothing if no one knows it exists or how to access it. In fact, over 60% of employees say they’re unaware of their workplace’s mental health support systems (according to SHRM).

Common signs:

It’s buried in your employee handbook.
It’s not mentioned during onboarding or performance reviews.
Employees don’t know where to go when they need help.

What to do:

Incorporate mental health policy touchpoints into onboarding, all-hands meetings, and manager check-ins.
Share monthly reminders in internal newsletters or Slack.
Make the policy easily accessible—with summaries, infographics, and FAQ docs hosted on your intranet or HR platform.

SaaS Tip: Use an HRIS with embedded wellbeing portals, like HiBob or Personio, that surface mental health resources contextually—when and where employees need them.

2. Your Managers Are Clueless on How to Handle Mental Health Conversations

The red flag: Your policy says employees can talk to their manager about mental health… but no one trained those managers on how to handle it.

Why it matters: Managers are your first responders. If they don’t know how to identify burnout or respond to a sensitive conversation, you’re increasing the risk of mistrust, miscommunication, and legal liability.

Common signs:

Managers avoid mental health topics altogether.
Employees don’t feel comfortable opening up.
There's inconsistent support across departments.

What to do:

Provide mandatory training on mental health literacy, active listening, and legal do’s and don’ts.
Roleplay scenarios during leadership retreats or team offsites.
Make wellbeing check-ins part of regular 1-on-1s.

SaaS Tip: Many SaaS wellbeing platforms (like Modern Health or BetterUp) now offer manager-specific training modules with analytics to track participation and engagement.

3. Your Mental Health Initiatives Are One-Off Events

The red flag: You post about Mental Health Awareness Month in May… and that’s about it until next year.

Why it matters: Mental wellbeing isn’t a marketing campaign—it’s a culture. Sporadic efforts don’t create long-term change. Employees need consistent reinforcement that their mental health matters every day.

Common signs:

Events are annual or quarterly at best.
There's a lack of ongoing communication or follow-up.
Engagement drops quickly after the initiative ends.

What to do:

Build mental health into your DEI, engagement, and performance strategy.
Start a monthly mental health speaker series or “Lunch & Learns.”
Encourage ongoing initiatives, like no-meeting Fridays, flexible schedules, or mental health PTO days.

SaaS Tip: Use employee engagement tools like Officevibe or Culture Amp to track wellbeing sentiment in real-time and identify burnout trends before they spiral.

4. No One’s Asking for Feedback—And That’s a Problem

The red flag: You don’t know if your policy is working—because you never ask.

Why it matters: Without feedback, HR teams are flying blind. You can’t improve what you don’t measure, and you can’t support what you don’t understand. Worse? A top-down approach often fails to reflect what employees really need.

Common signs:

Mental health policy hasn’t been updated in years.
Leadership assumes everything’s fine because “no one’s complaining.”
Employee engagement surveys ignore mental health.

What to do:

Run biannual wellbeing-specific pulse surveys (shorter, more frequent than full engagement surveys).
Create safe spaces for employees to voice concerns—think anonymous suggestion boxes or drop-in forums.
Use that feedback to refine policies and tailor initiatives.

SaaS Tip: Tools like Lattice and Peakon let you add customized wellbeing questions to your feedback cycles and surface trends with AI-powered insights.

5. Resources Are There—But Accessing Them Is a Nightmare

The red flag: You offer support—but it’s confusing, complicated, or feels like jumping through hoops.

Why it matters: If people feel overwhelmed when trying to seek help, they won’t. And that’s a huge loss—for the individual, their team, and the business.

Common signs:

Employees don’t know how to access your EAP or don’t trust it.
Processes are filled with red tape.
Support isn’t inclusive of diverse needs (neurodivergent, multicultural, remote, etc.).

What to do:

Offer multiple entry points: chatbots, SMS access, self-service portals.
Ensure confidentiality is crystal clear.
Diversify your support—include therapy, peer groups, coaching, mindfulness, etc.

SaaS Tip: Invest in platforms that consolidate mental health services into one easy-to-use app—like Spring Health or Calm for Business. Convenience = usage.

Making It Real: From Lip Service to Leadership

So, if your mental health policy checks off a few of the red flags above—you're not alone. A lot of HR teams inherited outdated systems or tried to respond quickly during the pandemic without the structure to support long-term change.

But now? It’s time to level up.

Here’s what that transformation can look like:

From performative to proactive: Instead of reacting to crises, get ahead with data-driven wellbeing dashboards.

From fragmented to integrated: Mental health shouldn’t be siloed. Embed it into leadership development, performance management, and DEI efforts.

From optional to essential: Position mental health support as a business priority, not a personal luxury.

Why This Matters for HR Leaders in 2025

Let’s break it down in hard numbers and business impact:

Turnover is expensive—employees with poor mental health are twice as likely to quit, costing you time, money, and morale.
Burnout kills productivity—Gallup found that burned-out employees are 63% more likely to take a sick day and 23% more likely to visit the ER.
Wellbeing boosts your employer brand—Companies with strong mental health policies are more attractive to top talent, especially Gen Z and millennials who prioritize mental wellness.

Actionable HR Checklist

Here’s a high-level action plan to take your policy from paper to practice:

Audit:

Review your existing mental health policy and cross-check it against employee awareness and feedback.
Map current tools and identify gaps in support or access.

Educate: