Since 1992 Stress Awareness Month has been held every April.
Why is this necessary? Well, according to the American Institute of Stress, 55% of Americans experience stress during the day. And that affects the workplace.
In a February 2025 article, "Employees burnout can cost employers millions each year," from CUNY School of Public Health, the authors looked at a variety of ways of estimating costs and came to this conclusion:
All of this quantifies the substantial impact that employee disengagement and burnout has on the employer’s bottom line. These costs range from 0.2-2.9 times the average cost of health insurance and 3.3-17.1 times the average cost of employee training to employers. These results also give a sense of how much employers might want to invest in preventing disengagement and burnout. There are a number of possible interventions that could reduce the risk of disengagement and burnout from companies offering mental health benefits to financial literacy programs to properly managing employee workloads
Here are some actions, compiled by Vanswe Fitness, that employers can take:
Foster a Supportive Culture
Normalize Conversations: Employees should feel safe voicing stress or mental health issues. Encourage open dialogue in team meetings; remind staff that seeking help signals strength, not weakness.
Anonymous Feedback: Use surveys or suggestion boxes to identify stress hot spots while preserving privacy.
Leadership by Example: Leaders who publicly share coping strategies cultivate trust. Over time, such openness reduces stigma and encourages people to seek help earlier.
Offer Comprehensive Mental Health Benefits and Resources
Robust Coverage: Treat therapy and counseling on par with physical healthcare, including Employee Assistance Programs (EAPs) for confidential support.
Expanded Options: Some forward-thinking employers now provide mental health apps, virtual therapy, and paid "mental health days."
Proven ROI: Studies show every dollar spent on treatment can generate fourfold returns through reduced absenteeism and better productivity (World Economic Forum & WHO).
Encourage Work-Life Balance and Prevent Burnout
Policy Backing: Discourage after-hours emails, respect personal time off, and set limits on overtime.
Practical Steps: Actively remind staff to use vacation days; consider "wellness afternoons" or a quiet room for breaks.
Business Benefits: Balanced employees are more creative and loyal, while burned-out teams risk mistakes, absenteeism, and high turnover.
Train Managers and Leaders to Support Mental Health
Skill Building: Educate managers on recognizing warning signs (stress, depression, burnout) and referring employees to resources like EAPs or medical leave.
Regular Check-Ins: Simple weekly questions such as "How is everyone coping?" can defuse issues early.
Psychological Safety: Emphasize a blame-free culture where mistakes are openly addressed, preventing problems from compounding.
Implement Wellness Programs and Preventative Initiatives
Mindfulness & Meditation: Brief guided sessions or app subscriptions help staff stay calm and focused.
Fitness & Activity: Sponsor yoga classes, walking groups, or gym discounts to leverage exercise as a proven stress-buster.
Healthy Spaces: To nurture a soothing environment, offer quiet rooms, nutritious snacks, and biophilic design (plants, natural light).
Social Support: Peer mentorship, team lunches, and interest clubs foster connection and buffer stress.
