Mental health issues are an increasing concern in Singapore

It’s easy to take our mental health for granted – until something goes wrong. With mental health issues increasingly impacting morale and productivity in the workplace, it’s time to start addressing these concerns before they spiral out of control. 

We spend the majority of our days at work, so it’s natural that it would affect – and be affected by – our mental health. Add to that the potential stress arising from retrenchments and layoffs, and the effect is multiplied! 

In this article, we’re exploring the latest statistics on mental health in the workplace, and how businesses can work to combat poor mental health.

For the purposes of this article, we’re not talking about complex conditions that are severe enough to warrant a long-term diagnosis, such as bipolar disorder or psychosis. We’re talking about common issues that affect how you think, feel, and behave, but are likely to get better over time. These include problems such as anxiety, stress, burnout, and depression. 

Let’s look at the latest surveys and statistics around mental health in the workplace. 

A report published in October 2024 reported that “employers in Singapore are falling behind their regional counterparts when it comes to mental health awareness and support,” with “less than one in five HR professionals reporting that their companies offer comprehensive mental health resources.” The number of employees actively engaging with mental health services, when they are offered, is also alarmingly low. 

This low level of support has a financial impact. The Straits Times reported in November 2024 that anxiety and depression “could be costing Singapore nearly $16billion a year,” due to absenteeism, reduced productivity, and the cost of healthcare resources. TELUS Health found that “poor employer support for mental well-being nearly doubles productivity losses”, with 79.1 lost work days annually. On the other hand, workplaces providing “excellent support” only lost 36.7 work days. 

Clearly, it is in the best interests of businesses to prioritise employee mental health as their efforts will be rewarded with increases in morale, productivity, and profitability. 

At the moment, employee mental health is moving in the wrong direction. Why is Singapore experiencing this mental health decline in its workforce? 

• The work environment: Employees may feel pressure due to their workload, the pace of work, and their schedule. They will also be affected, for better or worse, by the organisational culture, interpersonal relationships at work, and their work-life balance. An ADP report in 2023 revealed that 68% of Singaporean employees experience stress at least once a week. 

• The pandemic: It seems like the pandemic ended long ago, but for many its effects linger. In addition to dealing with the mental challenges that it sparked, employees also had to manage remote working changes which could still be impacting them today. 

• Layoffs and retrenchments: Organisational downsizing affects HR teams and retrenched employees alike. Staff may feel insecure, worthless, scared, and stressed. When individuals don’t feel in control of their own lives, their mental health can take a knock. Outplacement services can offer a light at the end of the tunnel, enabling affected employees to get back on their feet quickly. 

Investing in mental health support is one of the best things a business can do for its employees and its financial results. After all, if staff aren’t able to work, or are working at a lower rate than they should be, productivity suffers. By taking proactive steps to support employee well-being, a company will benefit from:

• Decreased risk of work-related mental health issues
• Increased employee engagement and morale
• Reduced costs due to absenteeism and attrition 
• Greater productivity
• A positive work culture that reflects well on the company’s reputation externally 

However junior or senior your employees may be, it is important to safeguard their mental health. The Tripartite Advisory on Mental Health and Well-Being at Workplaces recommends:

• Conducting surveys and focus group discussions to understand the general state of mental well-being
• Implementing measures that address workplace stressors, then tracking their effectiveness to improve the mental well-being of employees
• Appointing workplace mental well-being champions to rally senior management to implement policies, organise activities and resources, and establish a referral system for employees
• Reviewing HR and workplace policies to support mental well-being and employees with mental health conditions
• Developing policies on flexible working and out-of-hours communication
• Training managers to spot signs of mental distress
• Fostering a psychologically safe and trusting work environment
• Setting up a peer support system

It’s not all on the shoulders of the employer. Employees can actively look after their own mental health by: 

• Taking time for themselves during the work day – for example by taking a walk, practicing yoga, or using a gym at lunchtime
• Connecting with colleagues – for example having a face-to-face conversation rather than sending an email, or chatting over a break-time drink
• Learning to say “no” as the work piles up and the pressure mounts
• Reaching out for help when needed

The latest surveys and statistics on workplace mental health are concerning, but it’s not too late to take action. Both businesses and their employees can implement steps to protect mental health, ensuring that the business remains productive and the workforce remains engaged. 

When a business is struggling, its workforce is affected. That’s why, at Careerminds, we provide support to both companies and individuals throughout the retrenchment process. As one of the leading outplacement providers globally, we offer outplacement until placement. That means our support and advice doesn’t stop after a few months – we’re there by your side until your retrenched employees land new, meaningful roles. We know that layoffs affect everyone differently – that’s why our services support the mental health of both retained and departing employees at every stage of the job search process. 

If your business is considering a retrenchment exercise, contact us as soon as possible to find out about the benefits of outplacement services and how we can offer peace of mind to your impacted staff. 

Jen David

Jen is a careers writer and CV specialist, with many years’ experience writing for leading careers platforms and her own business, CV Shed. She loves to support job seekers in progressing their careers, whether they’re looking to step up the ladder, take a sideways move, or change career entirely. She writes attention-grabbing CVs that show off her clients’ expertise and their value to a business, helping them to secure new roles quickly.

Jen also writes SEO blog content on a wide range of careers topics, for clients in the UK, US, Singapore and Australia. She has produced over 300 articles to date and also edits the work of other writers. She maintains her own blog to support job-seekers with up-to-date, best practice information on CVs, LinkedIn profiles and other related topics, and has a book available on Amazon Kindle, How to write a CV for the modern job market.