Mental health in the workplace: why HR needs to take action in 2025–2026

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Mental health in the workplace is now a major strategic issue for companies. Long confined to the management of psychosocial risks or crisis situations, it is now recognized as a lever for sustainable performance, engagement, and attractiveness.

It was precisely these transformations that were the focus of the webinar "Mental Health, 2026 Roadmap for HR," which brought together executives, experts, and HR managers from major committed groups. Discover feedback from BNP Paribas and CGI, insights from the Alliance for Mental Health, and a summary of the six key levers identified in the Holivia white paper.

Employee mental health: HR challenges for 2025–2026

The designation of mental health as a major national cause in 2025, and again in 2026, marks a turning point. For companies, the message is clear: employee mental health is no longer a peripheral issue, but a key HR challenge.

Mental health and workplace performance are closely linked. Employees who are mentally healthy are more resilient, more engaged, and better equipped to cope with rapid changes in the world of work.

From words to action: prevention rather than cure

One of the key lessons from the webinar is the shift from a reactive approach to a proactive one. Mental health prevention in the workplace is becoming essential.

It is no longer just a matter of managing crisis situations, but of taking proactive measures in terms of work organization, mental load, life transitions (parenthood, caregiving, illness, disability), and chronic stress factors.

This comprehensive approach directly targets the mental well-being of employees, while contributing to mental health, quality of life, and working conditions (QVCT).

The key role of HR in mental health

HR now plays a decisive role in mental health. Human resources departments are no longer just operational relays, but true architects of prevention strategy. HR can make mental health an integral part of overall HR policy, bring it to the highest level of governance, and establish concrete, local action plans to meet global ambitions.

HR also plays a central role in encouraging open discussion about mental health in the workplace by creating a safe, non-stigmatizing environment where everyone can express themselves without fear.

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Click here to view an excerpt from the webinar: 

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Managers: key players in mental health

Managers are often the first to notice changes in behavior within their teams. Hence the importance of training managers in mental health.

This increase in skills directly contributes to strengthening psychological safety at work, which is essential for employees to feel comfortable asking for help.

Creating internal relays: the ambassador network

Companies also have the option of creating and mobilizing a network of mental health ambassadors. These trained and identified volunteer employees play a key role in building close relationships. Their mission is to listen without judgment to employees in need, refer them to existing resources, break their isolation, and facilitate action.

This type of network builds trust and effectively complements formal measures, forming an integral part of a prevention-based approach.

Why watch the webinar replay?

This webinar will help you take your business to the next level.

In one hour, you will leave with clear guidelines and concrete action plans for:

1/ Develop a mental health strategy that is not based on isolated initiatives and is integrated into your employer brand and employee experience.

2/ Get your management, managers, and labor representatives on board with a topic that is still sensitive

3/ Implement large-scale actions (awareness-raising, internal relays, support mechanisms)

4/ Measure and manage over time (indicators, governance)

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