News

December 15 2025

Pauses that Connect – Strengthening Team Bonds and Mental Health at Work

In today’s increasingly demanding professional world, where pressure and a fast pace have become the norm, taking care of mental health and team relationships is more important than ever.

Promoting well-being in the workplace doesn’t depend solely on formal policies or major investments. Small daily practices, such as encouraging balanced breaks and moments of team-building, can make a genuine difference in motivation, cohesion, and overall productivity.

Why value these practices?

They strengthen bonds and foster a culture of trust and collaboration.
They reduce isolation and promote emotional balance.
They boost productivity by allowing mental and physical rest that renews focus and creativity.

Across Europe, the numbers confirm how essential it is to rethink how we work and how we care for our teams.

Some thought-provoking data

Around 38% of European workers report being at high risk of poor mental health.
Mental health issues at work can lead to an average loss of 77 days of productivity per employee per year when well-being support is lacking.
Only 53% of European workers consider their workplace psychologically healthy.
In the European Union, 27% of workers report suffering from work-related stress, anxiety, or depression.
(Sources: Euronews, Telus Health Index Europe, Management Issues, Council of the European Union)

Four simple ideas to energize your team

Quick Check-In– At the start of each week, every team member shares an intention or expectation. This moment of mutual listening builds empathy and a sense of belonging.
Active Break Challenge – Throughout the week, each person takes a screen-free break (a walk, some stretches, or a quick chat) and shares their experience.
Mini Team-Building Workshop – Short, light activities like solving a riddle or building something symbolic together strengthen cooperation and team spirit.
Meditation or Digital Detox Break – Setting aside 10-15 minutes to breathe, relax, or disconnect from notifications helps restore mental energy.

How to integrate these practices into daily routines

Schedule regular moments for breaks and team activities.
Create spaces for sharing and reflecting on well-being.
Vary dynamics to respect different personalities and preferences.

Benefits for everyone

Employees: more energy, motivation, and a sense of belonging.
Teams: improved communication, empathy, and cooperation.
Organizations: a healthier environment, reduced stress, and greater productivity.

Encouraging mindful pauses and human connection is not a luxury, it’s a strategy for emotional and professional sustainability.

Caring for people means caring for the future of work and every pause, every gesture of collaboration, is a step in that direction.

October 28 2025

Mental health at work: A global call on world mental health day

Every year on October 10th, the world comes together to raise awareness about mental health. In 2025, World Mental Health Day focuses on the theme: “Access to services: mental health in catastrophes and emergencies”. While this highlights the need for support in crisis contexts, it also resonates deeply with the challenges faced in today’s workplaces.

Why Mental Health at work matters

Mental health in the workplace is a cornerstone of collective well-being. Yet, over 84 million people in the EU experience mental health issues, and work-related stress is one of the leading contributors. According to the European Trade Union Institute, workplace stress causes over 10,000 deaths annually in Europe—more than physical workplace accidents.

High workloads, job insecurity, lack of autonomy, and workplace harassment are key factors driving psychological distress. Sectors like healthcare, education, and customer service are particularly affected.

Gaps and inequalities

Despite growing awareness, access to mental health support remains limited. In many European countries, less than 30% of employees have access to psychological support at work, and public investment in mental health accounts for just 2% of total health spending, far below the recommended 5%.

Small and medium-sized enterprises (SMEs) often struggle to implement support measures due to limited resources, creating a gap between large corporations and smaller businesses.

Initiatives making a difference

Some organizations are leading the way:

Enel (Italy) has introduced mental health first aid programs, flexible work options, and awareness campaigns like Break the Stigma.
France implemented the Right to Disconnect Law, protecting workers from digital stress outside working hours.
The European Commission launched a comprehensive strategy in 2023 with 20 initiatives and €1.2 billion in funding to improve access to mental health services.

Moreover, the OECD estimates that every euro invested in mental health yields up to €4.70 in social and economic return, reinforcing the case for increased public investment.

Looking ahead

This October 10th, the message is clear: mental health must be a priority in every workplace, especially in times of crisis. Building empathetic organizational cultures, investing in prevention, and ensuring access to adequate services not only improves workers’ lives—it strengthens the resilience of our societies.

References

World Federation for Mental Health. (2025). Access to services – Mental health in catastrophes and emergencies [Fact sheet]. World Mental Health Day 2025. https://wmhdofficial.com/wp-content/uploads/wmhd-2025-document_v01.pdf

European Trade Union Institute. (2025, April 28). Workplace stress epidemic killing 10,000 people a year. European Trade Union Confederation. https://www.etuc.org/en/pressrelease/workplace-stress-epidemic-killing-10000-people-year

Organisation for Economic Co-operation and Development (OECD). (2024). Mental health promotion and prevention. https://www.oecd.org/en/publications/mental-health-promotion-and-prevention_88bbe914-en/full-report.html

European Parliament. (2025, May 19). Improving mental health at work [At a glance briefing]. European Parliamentary Research Service. https://www.europarl.europa.eu/thinktank/en/document/EPRS_ATA%282025%29772868

Mental Health Europe. (2023, December 14). Briefing on recent EU policy developments on mental health [Policy document]. https://www.mentalhealtheurope.org/library/briefing-on-recent-eu-policy-developments-on-mental-health/

October 14 2025

It’s Okay to Pause: Reflections on Mental Health and Work Culture

“There are moments in professional life when emotional overload becomes impossible to ignore. During my career, I experienced such a moment, when the ongoing pressure to perform and deliver gradually turned into anxiety and discomfort that I could no longer manage alongside my daily responsibilities. Eventually, I needed to step back and take medical leave to recover and regain balance.

Reflections and Lessons Learned

Looking back, I realize that one of my biggest mistakes was ignoring the early signs. I convinced myself that pushing through, working harder, and never showing vulnerability would keep everything under control. This approach only accelerated the spiral of stress and made the situation worse. When I finally tried to talk openly about what I was experiencing, it was already too late—I had reached a point where I needed to step away completely.

The experience taught me that asking for help and setting boundaries is not a weakness but a strength. Most importantly, I understood that mental health is not just an individual matter—it is deeply connected to how organizations function and the culture they create.

Why HR Departments Must Be Involved

Human Resources is often seen as the unit that manages contracts, payrolls, and administrative procedures. But their role is much broader. HR professionals are key to shaping healthy working environments and preventing situations that can lead to burnout, anxiety, or even depression.

When HR is proactive in identifying early warning signs, providing support systems, and promoting a culture where mental health is openly addressed, both employees and organizations benefit. Timely intervention not only helps individuals to recover before reaching a crisis, but also prevents costly outcomes for companies such as absenteeism, high turnover, or reduced productivity.

Conclusion: A Call to Action

Mental health should be at the core of any company’s strategic agenda. Creating resilient organizations means investing in the well-being of employees, equipping managers with the right tools, and ensuring that HR departments are empowered to act.

This is why initiatives like the Mental Health for Human Resources Managers project are so relevant. Through its training platform, it offers practical resources that help HR professionals build healthier workplaces, prevent burnout, and foster sustainable well-being across teams.”

(Personal reflection shared anonymously through MH4HRM project)

September 16 2025

Mental Health as a Strategic Priority at OTE Group-Greece

At OTE Group, safeguarding and promoting the mental health and overall well-being of our employees is not just an initiative—it is a strategic priority. Recognizing that a healthy, resilient workforce is the cornerstone of sustainable success, our Health & Safety Unit actively invests in a wide range of initiatives designed to support employees in both their personal and professional lives.

Through comprehensive counseling services, awareness campaigns, and targeted support programs, we aim to foster a culture of psychological safety, resilience, and care across all levels of the organization.

A Holistic Mental Health Support System

“Next to You” Line

A cornerstone of our mental health strategy, the “Next to You” Line is a 24/7 confidential counseling helpline accessible to all employees, managers, and their family members.

Unlimited, anonymous access to professional psychological support

Discussions are conducted by licensed psychologists

Support spans a wide range of personal, family, and work-related concerns

Where needed, referrals to public or private services are also provided

2. Psychological Support Sessions

Weekly, one-on-one counseling sessions are available to employees and managerial staff across various company sites.

Sessions are conducted by licensed psychologists

Employees can choose between online or in-person sessions

Strict confidentiality is maintained in all interactions

Targeted Consultation for HR, Health & Safety, and Management

Specialized advisory support is provided to HR and H&S teams, as well as managers, to address complex people-related challenges.

Guidance in handling issues such as interpersonal conflicts, chronic health conditions, workplace violence, and harassment

Early identification and management of psychosocial and behavioral risks

Support is offered through a dedicated protocol tailored for workplace behavioral risk management

Managers and team leaders receive training to act effectively and proactively.

Critical Incident Stress Response (CISR)

In the aftermath of sudden or traumatic events, our CISR protocol offers structured psychological support.

A dedicated framework for identifying and responding to behavioral risks

Timely intervention and follow-up to reduce stress impact and support recovery

Managers are trained to provide immediate, appropriate responses to critical situations

Webinars and Psychoeducational Content

A series of tailor-made webinars and educational materials help reinforce mental health awareness and build resilience across the workforce. Webinars are aligned with corporate training priorities and include topics for both general staff and leadership

Topics have included:

Behavioral Risk Assessment & Management (BRA)

Workplace Violence & Harassment

Strengthening Psychological Resilience

Feedback and Resilience

Work–Life Balance

Parenting & Child Development

Emotion Regulation

Nutrition and Well-being

Awareness Campaigns and Educational Materials

In alignment with key awareness dates, the company regularly shares flyers, podcasts, and other psychoeducational content with employees.

Distributed on dates such as World Mental Health Day, World Day for Safety & Health at Work, and the International Day for the Elimination of Violence Against Women

Topics are carefully selected to reflect current challenges and promote a positive, informed dialogue around mental well-being

Creating a Culture of Care

Through these integrated and proactive initiatives, OTE Group reinforces its commitment to mental health as a vital component of occupational health and business performance. By empowering individuals, supporting teams, and building awareness, we are laying the foundation for a resilient and mentally healthy workplace.

June 16 2025

Mental Health Literacy in the Workplace: Why It Matters

In today’s fast-paced and ever-evolving work environments, mental health is just as vital as physical health. Yet, despite growing awareness, many workplaces still struggle to address mental well-being effectively. This is where mental health literacy plays an important role.

Mental health literacy refers to the knowledge and understanding that enables individuals to recognize, manage, and seek help for mental health issues. It includes awareness of mental health conditions, reducing stigma, and knowing how to support oneself and others.

Mental health literacy involves a set of skills and knowledge that allows individuals to:

Recognize mental health problems, regardless of their cause
Achieve, preserve, and maintain overall good mental health
Reduce stigma associated with mental health issues
Develop self-help skills to cope with stress and emotional difficulties
Improve the ability to seek professional help—knowing where, when, and how to get support
Provide psychological first aid—a basic set of skills to assist those in emotional distress

This understanding empowers people to take proactive steps toward mental well-being and to support their colleagues effectively.

Workplaces are more than just places of employment—they are communities where people spend a significant portion of their lives. A mentally health-literate workplace is not just compassionate—it’s strategic.

Here is why. Employees with higher levels of healthy literacy are more likely to identify mental health challenges early, like signs of stress, burnout, anxiety, or depression, which results in faster support and better outcomes. By normalizing conversations around mental health, workplaces become safer and more inclusive. Moreover, workers with strong mental health knowledge tend to manage stress better and stay motivated. Finally, when workers understand how to help colleagues in distress it fosters social and psychological support at workplace.

Promoting mental health literacy in the workplace is not just a matter of well-being—it’s a foundation for a healthier, more resilient, and more productive workforce. By equipping employees with the knowledge to recognize mental health issues, seek help, and support others, organizations create a culture of empathy, inclusion, and sustained success. Investing in mental health literacy today means building stronger teams and better workplaces for tomorrow.

May 1 2025

Salud mental en el trabajo en Italia: avances, carencias y perspectivas

In recent years, mental health in the workplace has become an increasingly important topic in Italy, especially in the aftermath of the COVID-19 pandemic – which brought a sharp rise in stress, burnout, and psychological distress among employees across the country. According to Altilio et al. (2025), 46% of Italian workers reported increased work-related stress.

Despite the growing concerns, support remains limited: only 33% of Italian employees are consulted about stressful aspects of their job, 37% receive any form of training on well-being, and just 29% have access to psychological support – all figures falling below the EU averages. Sectors already under intense pressure, such as healthcare, education, and customer service, are particularly affected. And although awareness is on the rise, stigma around mental health continues to prevent many from seeking help.

One major barrier is underfunding. Mental health services in Italy currently receive just 3.4% of the national health budget – far below the European average of 5%. And yet, the OECD estimates that every euro invested in mental health returns €4.70 in societal and economic value (Angelini Industries, 2023). A powerful argument for increasing public investment.

In response to this, several initiatives have been introduced. One example is the “Psychologist Bonus” (Bonus Psicologo), introduced in 2021 and made permanent in 2023 – providing financial assistance for psychotherapy to individuals with an ISEE (Equivalent Economic Situation Indicator) below €50,000. On the legislative side, laws such as the Workers’ Statute (Statuto dei Lavoratori) and Legislative Decree 81/2008 place a legal obligation on employers to assess psychosocial risks and take preventive action (INAIL, 2022).

Some employers are responding proactively. Enel, one of Italy’s leading energy firms, has introduced measures including mental health first aiders, flexible work options, and awareness campaigns. Their “Break the Stigma” program promotes open dialogue about well-being and supports employees in managing their mental health (Enel, 2023). Enel’s effort in this space is setting a positive example for other organizations to follow.

However, the implementation of mental health support remains uneven across the private sector. Larger firms are generally leading the way, while smaller enterprises often struggle to provide the same level of care due to limited infrastructure or funding.

Looking ahead, continued progress will depend on closing this gap. Every worker – regardless of the size of their employer or the sector they work in – deserves meaningful, accessible mental health support.

References

Altilio, C., Caneve, S., Fiore, I., Porcheddu, D. & Roiatti, M. (2025) National Highlight – Italy

Deliverable 2.1. https://www.adapt.it/wp-content/uploads/2025/04/NH_Italy_ENG_10_4_25.pdf

Angelini Industries. (2023). Mental health: A strategic priority for a country’s future. https://www.angeliniindustries.com/en/stories/health-journeys/mental-health-a-strategic-priority-for-a-countrys-future/

INAIL. (2022). Rischio stress lavoro correlato. https://www.inail.it/portale/ricerca-e-tecnologia/it/ambiti-di-ricerca/area-salute-sul-lavoro/rischi-psicosociali-e-tutela-dei-lavoratori-vulnerabili/rischio-stress-lavoro-correlato.html

Enel. (2023). Integrated Annual Report 2023. https://www.enel.com/content/dam/enel-com/documenti/investitori/informazioni-finanziarie/2023/annuali/en/integrated-annual-report_2023.pdf

November 14 2024

World Mental Health Day

Last week, World Mental Health Day was celebrated, and at MH4HRM project, we want to offer some thoughts on the importance of mental health in the workplace.

The data shows that 7 of the top 10 causes of mortality for people of all genders worldwide are due to work-related stress. In EU member states, 25% of sick leave lasting two or more weeks is due to health problems related to work-related stress. EU member states spend €20 billion annually on health problems linked to work-related stress.

The causes behind these alarming figures include role ambiguity and conflict, excessive workloads, interpersonal conflicts between colleagues, job insecurity, and precarious working conditions.

So, what is happening? Why aren’t these statistics translating into actions to prevent stress/work-related stress and improve the well-being of workers?

So far, preventive measures have not matched the urgency of the problem. This may be due to a combination of factors, such as a lack of genuine awareness in organisations, the absence of effective policies that prioritise mental health, and a business culture that continues to favour short-term productivity over long-term well-being.

Moreover, in many cases, job insecurity and economic instability make it difficult for employees to demand better conditions or seek support when they need it, fearing possible repercussions. Unless structural changes are made to labour policies, companies will continue to pay a high price, not only in economic terms but also in the health of their workers, which will inevitably affect their quality of life and work performance.

Implementing organisational policies, enhancing competencies to manage stress, fostering a healthy work environment, and setting clear goals are just some of the many strategies companies can adopt to prevent and tackle this epidemic. Additionally, role clarity, job design, work-life balance programmes, professional development, social support, team-building, and diversity management are key actions to improve employees’ mental well-being.

At MH4HRM, we want to encourage and support companies in addressing the challenges they are currently facing through the development of training material for Human Resources Managers. Follow our social media and website to stay up to date!

Together, let’s make the workplace a healthier and happier place.

The content of this publication reflects only the authors’ views, i.e. that of the partners of the MH4HRM project. The European Commission is not responsible for any use that may be made of the information it contains.