It’s a fast paced, unrelenting world and that means mental health issues need attention in the workplace. 

Employees across every industry are feeling the pressure—balancing workloads, personal lives, and an always-on culture that rarely lets up. For many, this means struggling silently with anxiety, depression, or burnout.

As a practice leader, you often focus on strategies to grow your practice, improve efficiencies, and manage costs. But what about your people? How you handle mental health in the workplace is just as crucial to long-term success as any financial metric. A happy, supported team isn’t just good for morale—it’s essential for productivity, retention, and scalability.

You can effectively support employees with mental health concerns. Not only will this help you lead with empathy, but it will also create a more resilient and engaged workforce—ultimately driving the growth you’re striving for.

Breaking the Silence: Why mental health matters in the workplace

The silence surrounding mental health in the workplace wasn’t broken overnight. Historically, mental health was seen as a personal matter, separate from professional life. This belief, combined with a lack of education and lingering stigma, left employees hesitant to speak up and employers reluctant to address it.

However, societal attitudes have shifted. High-profile campaigns, increased public awareness, and growing research into mental health have shed light on its importance. Younger generations, in particular, are leading the charge. They’re vocal about their expectations for transparency, support, and work-life balance. For millennials and Gen Z, mental health isn’t a taboo topic; it’s a priority.

So, why does this matter in your practice? Because ignoring mental health comes at a cost—not just to individuals but also to your practice’s bottom line. When employees feel unsupported, they’re more likely to experience burnout, disengagement, and even leave their roles altogether. On the flip side, a supportive environment can lead to higher morale, increased productivity, and improved retention.

Breaking the silence starts with leadership. By addressing mental health openly, you send a clear message: this is a workplace that cares about its people.

Fostering open communication: The foundation for meaningful change

Open communication about mental health is the cornerstone of creating a supportive and thriving workplace. But what does it truly look like in practice? It doesn’t mean having all the answers or implementing a one-size-fits-all solution. 

Instead, it’s about cultivating a culture where employees feel safe and supported to share their challenges without fear of judgement, stigma, or negative consequences.

Typically, there are four ways practice leaders can “set the tone” to encourage a workplace that fosters open communication: 

1. Lead by example: Like bad communication, open communication begins at the top. Leaders who speak candidly about mental health—sharing personal experiences where appropriate, discussing the impact of stress and burnout, and acknowledging workplace pressures—send a powerful message. Their actions normalise the conversation and signal to employees that mental health is a priority, not a taboo topic.
   
2. Proactive resource sharing: Providing employees with access to mental health resources, such as workshops, counselling services, and well-being programs, demonstrates a tangible commitment to their overall health. Visibility is key—ensure that these resources are well-promoted and easy to access. When leaders openly encourage the use of these tools, it further reinforces the importance of mental health in the workplace.
   
3. Build a culture of listening: True open communication thrives in a listening culture. Regular check-ins, anonymous surveys, and team discussions can give employees a platform to express concerns and needs. Active listening from managers and colleagues fosters trust, while ensuring that issues are addressed in a timely and empathetic manner.
   
4. Safe spaces for vulnerability: Creating an environment where employees feel they can be vulnerable without fear of repercussion is critical. This includes clear anti-discrimination policies, confidential reporting systems, and a focus on solutions rather than blame when challenges arise.

The ROI of mental health support

Investing in mental health is not just about fulfilling a moral obligation; it’s also a savvy business strategy with measurable returns. Studies consistently show that companies prioritising employee well-being reap significant financial and operational benefits. 

Research conducted by PwC found that every dollar spent on mental health support delivers an average return of $2.30 in the form of improved productivity, reduced absenteeism, and lower turnover rates. This clearly demonstrates that mental health programs are not merely a cost but a strategic investment with substantial dividends.

The impact of mental health support becomes even clearer when considering the broader implications for the workplace. Employees who feel supported in managing their mental health are typically more engaged, motivated, and loyal. They are less likely to take prolonged absences due to stress-related issues or to leave the organisation altogether. This reduces the costly cycle of recruiting, onboarding, and training new staff—a cycle that can drain resources and disrupt team dynamics. In Australia, where untreated mental health conditions are estimated to cost workplaces around $10.9 billion annually due to absenteeism, presenteeism, and compensation claims, these investments can lead to transformative outcomes for businesses.

Fostering a workplace culture that actively supports mental health also enhances a company’s reputation, positioning it as an employer of choice in a competitive job market. For instance, organisations that integrate mental health initiatives into their corporate strategy are more likely to attract and retain top talent, especially as awareness of mental health issues continues to grow. Employees today seek workplaces where they feel valued, not just as contributors to the bottom line but as individuals with diverse needs and challenges.

When making the case to your leadership team, it’s crucial to frame mental health initiatives as integral to the company’s long-term growth and scalability. Mental health challenges, including anxiety and depression, are leading causes of lost productivity in Australia, accounting for millions of lost workdays each year. By addressing these challenges proactively, practices not only create a more resilient workforce but also safeguard their operational and financial health.

The numbers tell a compelling story, but the real power of mental health initiatives lies in their ability to transform workplace culture. A workplace where employees feel genuinely supported is one where innovation, collaboration, and loyalty thrive. Mental health support isn’t just a benefit—it’s a cornerstone of sustainable success.

As an accounting practice leader, your influence extends beyond managing financial statements or overseeing teams—it shapes the very culture of your organisation. By taking a proactive stance on mental health, you have the power to redefine what it means to lead with empathy, integrity, and impact.

The accounting profession is known for its high-pressure environment, long hours, and demanding deadlines. These challenges can take a toll on the well-being of your people – but you can turn these challenges into opportunities. By championing mental health, you’re not only safeguarding the resilience of your team but also driving the long-term success of your practice.

Imagine an organisation where employees feel genuinely supported—where open conversations about mental health are normalised, and resources are readily available to help them navigate challenges. Such an environment doesn’t just improve individual well-being; it fosters collaboration, loyalty, and innovation. Employees who feel valued and understood are more engaged, creative, and committed to achieving shared goals.

Great leadership begins with the courage to care. When you prioritise mental health, you demonstrate to your team that their worth goes beyond their output. You show them that their challenges are met with compassion and that their contributions matter. 

This is leadership that inspires, motivates, and transforms—creating a ripple effect that extends to clients, stakeholders, and the broader community.

Ready to lead with purpose and compassion? Contact us for a confidential conversation about the health of your practice.