Stop the Perks, Start the Policies: The Real Mental Health Fix

Back in the ’90s, when I first entered the workforce, mental health wasn’t something you discussed on the job. As a Gen X employee working alongside Boomers, the focus was on productivity and getting the job done—not on feelings or emotional well-being.

Fast forward three decades, and mental health is not only part of the conversation—it’s often woven into an organization’s (stated) culture. Perhaps that’s because companies have gotten wind of the financial implications of poor mental health, i.e., low productivity, high turnover rates, and increased health insurance claims. 

Yes, this increased awareness is a positive step, but the pendulum has swung so far that we’ve traded genuine, effective initiatives for superficial trends. In many cases, mental health has become a buzzword, sprinkled into mission statements and employee handbooks without much substance behind it. The real question is: how do we shift the conversation back to meaningful action?

First, let’s get clear on what “mental health” really means. Too often, the phrase gets tied exclusively to a diagnosis—something that calls for therapy, medication, or alternative approaches like meditation and yoga.

And yes, those absolutely have their place. But sometimes, mental health is as simple as peace of mind. It’s knowing you can take your child to a midday IEP appointment without fearing a write-up. It’s having the option to work from home so you can let the repair tech in before your furnace breaks down completely.

Or maybe—just hear me out—it’s not having to brace yourself for a day of workplace bullying.

Supporting mental health at work isn’t about trendy perks and buzzwords—it’s about building a culture where people feel safe, supported, and trusted. That takes intention, creativity, and the willingness to rethink “the way we’ve always done it.” 

• Instead of casual Fridays, try no-meeting Fridays (or half-days) to create breathing room and time to catch up. 

• Instead of mandatory “fun” events (trust fall, anyone?), try mandatory manager training on recognizing and preventing burnout.

• Instead of stress ball giveaways, try anti-triangulation or zero-tolerance gossip policies.

• Instead of Meditation Monday, try “life happens” leave policies so employees don’t have to choose between their jobs and unexpected personal demands. 

These changes don’t have to be massive overhauls—but they do have to be intentional. And while the shift toward real mental health support takes effort, it also pays off in stronger teams, higher retention, and a healthier workplace culture.

That’s where I come in. As a certified SHRM Mental Health Ally and someone with both professional expertise and deeply personal reasons for championing mental health, I can help organizations move beyond lip service to create lasting, people-first policies. Through Office ResQ’s HR solutions, we can work together to build a workplace where mental health isn’t just a talking point—it’s a lived reality.