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1、 WORKPLACE MENTAL HEALTH TRENDS225YOUR 23 BLUEPRINT FOR SUSTAINABLE PERFORMANCEWORKPLACE MENTAL HEALTH TRENDSFOREWORDABOUT THE REPORTTHE TRENDSCONCLUSIONREFERENCES2CONTENTS2025 WORKPLACE MENTAL HEALTH 04061032343The profound technological changes heralded by AI have created much hype,but now they al

2、so bring hope.Hope that these new tools will supercharge productivity,aid creativity and help entire industries to rebuild better.Unmind CEO&Co-founder DR.NICK TAYLOR“WORKPLACE MENTAL HEALTH TRENDS4The hope,after the hype.At Unmind,I often speak to leaders whose eyes have been freshly opened by data

3、 that has helped them to quantify the impact that poor mental health is having across their business.As they begin to uncover the issues,understand the risks and spot the opportunities,a clear picture starts to take shape.The road ahead,once vague and misty,becomes sharper and easier to travel towar

4、ds with confidence.This,our yearly trends report,allows us all to do the same at scale.Read together,it provides an invaluable birds-eye view of the thoughts,fears,expectations and needs of the leaders and employees who will shape the decade to come.The exciting part?The picture that emerges is full

5、 of potential.The profound technological changes heralded by AI have created much hype,but now they also bring hope.Hope that these new tools will supercharge productivity,aid creativity and help entire industries to rebuild better.Yet,wherever there is change,there are also challenges that will nee

6、d to be grappled with.The most pressing of all is human safety.Any new technology put into the hands of our people needs to be designed with rigorous guardrails and stringent ethics.Protecting the wellbeing of employees throughout this revolutionary period will top the priority list for those who su

7、cceed in the long term.This balance between technology and humanity has always been central to our thinking at Unmind.We care deeply about making mental health a priority,breaking the stigmas that stubbornly persist,and helping people take proactive,preventative measures to support their wellbeing.B

8、ut to do this effectively at scale we must fully embrace the ethical technology that allows us to reach as many people as possible,safely.In short,tech wont save us but humans supported by tech just might.So,thank you to everyone who took time out to help shape these findings.And thank you for downl

9、oading or picking up this report.I hope what you find can support you in creating the mentally healthy workplaces that the future deserves.FOREWORD2025 WORKPLACE MENTAL HEALTH 5ForewordWORKPLACE MENTAL HEALTH TRENDSSomehow,2030 is now hurtling this way.While the world has been kept busy with huge ch

10、allenges and head-spinning changes in the here and now,this once-futuristic and distant-sounding milestone has snuck up on us all.The good news?There is still time to adjust and prepare for the dramatic changes affecting the world of work and how we can support mental health while there.Those compan

11、ies that take swift action now will be the ones that set themselves and their organisations up for success in the decades ahead.This report,the fourth annual trends handbook from Unmind,provides an informed view that will help guide you along the way.Keep reading to gain essential insights into the

12、state of workplace wellbeing today,and discover practical advice to transform the way your organisation thinks about and supports mental health in the future.Together,it provides a data-driven treasure trove of useful information on workplace trends that will impact wellbeing and performance.It cont

13、ains a wealth of newly commissioned research,as well as relevant legacy data.There are many ways data can be interpreted or prioritised.Our role is to give you our insights through the lens of our research and science-led expertise and show you the potential routes ahead to support your people and y

14、our business goals.ABOUT THE REPORT6Goal of the researchUnminds goal is to create mentally healthy workplaces where everyone can thrive.Yet,while the need to nurture mental wellbeing remains constant,the workplace environment is constantly evolving.By surveying a broad range of participants we aim t

15、o better understand how organisations are approaching the challenges,and arm decision-makers with the knowledge to succeed in the years ahead.What we measuredIn our fourth annual trends report,we partnered with OnePoll to survey 5,000 HR decision-makers,C-suiters,managers,and non-managerial staff in

16、 the US and UK.To track trends,select questions were repeated from our 2024 survey.This report focuses on responses from 2,500 UK-based participants.The US findings are available at .ABOUT THE REPORT2025 WORKPLACE MENTAL HEALTH 72,500respondents5001,000300C-suite700HR decision-makersmanagersnon-mana

17、gerial employeesRESEARCH BY THE NUMBERSOpportunity replaces fear Year-on-year reviewFINDINGSWORKPLACE MENTAL HEALTH TRENDSImplementation fears subside Promisingly,we can see the initial implementation fears of AI beginning to reduce,suggesting successful rollouts have helped to allay these initial j

18、ustified concerns.In 2024 33%had concerns around compliance with regulations and legal requirements.In 2025 this has reduced to 25%.Likewise,in 2024 31%showed concerns around integrating AI with existing HR systems and workflows.Weve seen a big difference here too,down to just 20%in our latest surve

19、y.Mental health must remain a priority How important to your organisations success or failure is the mental health of its employees?In 2024,a staggering 99%of HR leaders felt this was somewhat or very important.This year saw a slight drop to 91%.Health and wellbeing are essential to the long-term su

20、ccess of any business,so its reassuring to see that a combined 90%of respondents across all functions and levels of seniority view mental health as important.Genuine human connections matter When asked what concerns or challenges they could see in the widespread adoption of AI in the workplace,42%ci

21、ted a lack of human touch and empathy in AI solutions in 2024.This year,49%felt this way.This reflects a fear that genuine human connection could be lost in the workplace revolution currently underway.However,there will always be a vital role for nuanced human experience.Ensuring this is clearly con

22、veyed to allay any fears will be vital in the next few years.Manager training:The skills gap persistsShockingly,over a quarter(28%)of managers surveyed in last years poll admitted to having received no mental health training.This year,that figure has dropped to 16%a step in the right direction.But a

23、 closer look reveals theres still work to be done.Nearly half(49%)of those who received training only attended a one-off session,while just 35%benefit from ongoing support.Continuous training is essential for keeping managers mental health skills relevant and effective,whereas one-off sessions risk

24、leaving knowledge outdated and support inconsistent.Given the profound influence managers have on employee wellbeing,organisations must prioritise equipping them to lead with confidence and care.8Trend 1Trend 2Trend 3TRENDS AT A GLANCEFINDINGS2025 WORKPLACE MENTAL HEALTH AI POWERS THE FULL SPECTRUM

25、OF MENTAL HEALTH CARE THERAPY AND COACHING BECOME CORE TO WELLBEING AT WORKTHE EAP GETS AN UPGRADE9WORKPLACE MENTAL HEALTH TRENDSRegular training on empathy and emotional intelligence47%Mental health check-in prompts and scripts45%AI-generated suggestions for improving team wellbeing41%Virtual role-

26、playing for difficult conversations35%None of the above7%I dont know6%10Trend 1AI POWERS THE FULL SPECTRUM OF MENTAL HEALTH CARE1.What kind of AI coaching features,if any,do you think would be effective in improving workplace mental health?Practice makes a perfect role for AIDifficult conversations

27、get easier with practice.An AI coach can help people role-play those tricky workplace conflicts in a safe,anonymous and private way.Its a service that 74%of our respondents would be likely to use,which shows that strong interest is there.2.How likely or unlikely would you be to use an AI coach that

28、offers role-playing scenarios to help you practice managing difficult conversations with employees(e.g.,mental health check-ins,handling stress,or conflict resolution)?11Somewhat likely48%Very likely 26%Neither likely nor unlikely 14%Somewhat unlikelyVery unlikelyUnsureof our respondents say they wo

29、uld be likely to use an AI coach.74%TREND 12025 WORKPLACE MENTAL HEALTH Nearly 60%of respondents are optimistic about AIs potential,viewing it as significant or very significant in addressing workplace mental health.Features,features,featuresAn AI coach doesnt just have to coach those surveyed feel

30、comfortable with using AI for a range of beneficial services.Mental health check-in prompts(45%)and empathy training(47%)are priorities,while 35%would favour virtual role-playing,showing that emotional support and team wellbeing are high up on the agenda.The data suggests that AI is set to revolutio

31、nise workplace mental health,with the vast majority of respondents saying it will play a significant role in addressing mental health challenges by 2030.Respondents highlight the potential of an AI coach to offer cost-effective,real-time,scalable support and more.THE REVOLUTION WILL BE AI-ISED3.By 2

32、030,what percentage of the workforce at your organisation do you believe will rely on AI coaching or therapy for mental health support?4.What are the primary benefits,if any,you see in using AI-powered mental health support in your organisation?5%5%10%15%20%25%30%35%21%31%21%9%3%10%49%44%40%30%27%27

33、%5%2%10%20%30%40%50%0%OtherI dont knowNA/no benefits in particularScalabilityPersonalisation for employeesQuality of careData-driven insightsReal-time supportCost-effectivenessI dont knowOver 80%61-80%41-60%21-40%1-20%0WORKPLACE MENTAL HEALTH TRENDS12Employees are ready for AI The significance of AI

34、 in the workplace,particularly for early-career professionals,is on the rise.This trend is underscored by the fact that more than half of young people express that new-to-market tech could shape their job choices.1 This sentiment is expected to increase as we progress toward 2030,with the ongoing te

35、chnological advancements set to come.For this emerging workforce demographic,AI apprehension while still a real concern for those in industries experiencing upheaval is being replaced by an eagerness to experiment.They are actively leveraging AI-powered tools to reshape the structure of a typical wo

36、rkday speeding up research processes,reducing meeting times,aiding creativity and more.And its not just the youngest colleagues embracing the change:employees across every age group are already using AI at work.To deal with an overwhelming array of tasks,three out of four knowledge workers have alre

37、ady integrated AI tools into their working practices,according to Microsofts 2024 Work Trend Index.Theres no doubt that AI has come of age.And with it now being embraced in all areas of work life,the implications for AI coaching are exciting.And already being clearly demonstrated.Nova,Unminds AI coa

38、ch,has been delivering productivity at scale since November 2024.Companies that have adopted Nova have experienced a 176%increase in mental health app and platform interactions,significantly enhancing employee wellbeing,productivity,and resilience.With a 63%monthly user retention rate triple the ind

39、ustry standard Nova is already helping to keep workforces engaged and supported like never before.Of course,AI should not be seen as a panacea for all mental health challenges that businesses and people face but we have barely begun to see what it can achieve and unlike many tech trends(hello NFTs a

40、nd the metaverse),its here to stay.WHY IT MATTERS“We can have all the technology and systems in the world,but its about people.People win,people create,they win over clients,so we have to create an environment that supports them and what that means in todays world versus what it means for me and my

41、generation.”Lindsay Pattison Chief People Officer,WPPTREND 12025 WORKPLACE MENTAL HEALTH 13A scalable solution The human and economic case for supporting employee mental health is clear:it should be every organisations top priority.In an ideal world this would mean organisations offering one-on-one

42、support to all employees therapy and coaching can be transformative and are backed by strong evidence.The reality is that it can be cost-prohibitive for many organisations to offer this level of care at scale.AI has the power to address this scalability challenge,easily adapting to growing workforce

43、s with minimal extra costs.This has already been shown,with technological advancements playing an important role in enhancing accessibility,personalisation and efficacy of interventions in the last few years.2 AIs use for positive mental health is multifaceted,and covers everything from the developm

44、ent of applications,sites that make use of chatbots,to virtual assistants that can provide immediate mental health support or a coach to work through scenarios or identify potential mental health issues.WORKPLACE MENTAL HEALTH TRENDSfelt that scaling global access to therapy would be a challenge.29%

45、see cost as a challenge to providing coaching to their workforce.46%14Mental health support is stretchedAmerica has a significant shortage of mental health professionals,with an estimated 122 million people living in areas with limited access to these essential services.3 The UK faces the same chall

46、enge,with over 1 million people waiting for mental health services.Even those who can access care have hurdles to overcome when trying to arrange an appointment;outdated services often require scheduling,preparation and time spent waiting for someone to be available.Timely access is criticalLong wai

47、t times for mental health support can have significant consequences.For individuals,delays in accessing care can exacerbate mental health issues,leading to higher stress levels,burnout,and disengagement.For organisations,this means decreased productivity,increased absenteeism,and,ultimately,a negati

48、ve impact on overall performance.Timely support is key to helping people thrive.And its an area where,given the right guidance and guardrails,AI can be a transformative tool.AI provides instant accessibilityEase of access and availability was found to be one of the most appealing aspects of AI-drive

49、n mental health care among American and British respondents to a recent YouGov survey.4AI has the potential to bridge the gaps in the overstretched mental health industry,and enhance the quality of care for everyone.By introducing AI coaches developed by highly qualified therapists,we can provide qu

50、ality support for those with lower-level needs.TREND 12025 WORKPLACE MENTAL HEALTH 15As AI becomes commonplace in the workplace,we can see the mood shift from fear to trust and excitement around the opportunities ahead.But that can only happen with faith that the tools in use have been developed wit

51、h well-defined ethical guidelines that respect individuals and can benefit society.These are ours.UNMINDS APPROACH TO AI WORKPLACE MENTAL HEALTH TRENDSPowered by scienceOur in-house science team ensures that everything we do is evidence-based and continuously updated with the latest scientific findi

52、ngs to deliver effective solutions.SafeOur AI systems are built to enhance mental wellbeing by adhering to strict safety guidelines,incorporating expert collaboration with clinicians and psychological experts,and aligning with WHO guidance and international regulations.Human-centricWe prioritise peo

53、ple by designing AI systems that deeply understand and empower human needs,ensuring inclusivity and equity by celebrating the diversity of human experiences while proactively mitigating biases for a fair experience.Secure&privateWe never share user or client information without consent,uphold strict

54、 privacy standards to keep personal and sensitive data secure,and comply with GDPR,HIPAA,and adhere to ISO 27001 and Cyber Essentials standards.Transparent&accountableWe maintain open communication by informing users about the nature,capabilities,and limitations of our AI systems,providing clear gui

55、delines to enhance understanding and trust,and utilising robust technology for a responsive experience.Always learningWe are committed to continuous improvement,evolving based on user feedback,usage data,and ethical considerations,with rigorous testing and ongoing monitoring to prevent potential har

56、m and misuse.16WHERE TO PRIORITISETREND 12025 WORKPLACE MENTAL HEALTH Optimise existing mental health supportMake use of the current AI tools available.Use evidence-based models and resources from companies developing AI responsibly.Address employee concernsJobs will evolve,creating both real and pe

57、rceived insecurities.Maintain open communication about AI-related worries,and seek to address the root cause.Strengthen your feedback processBefore real-time AI analysis enhances feedback,set the foundation by creating a culture that encourages constructive feedback related to both mental health and

58、 productivity.Upskill workersFuture-proof your workforce now,identifying how AI can be integrated into current roles.And upskilling workers to make best use of AI tools available for your area of work.NowEmbrace collaborative intelligenceTo achieve the most significant performance improvements,use A

59、I to complement and augment human capabilities rather than replace them.Human-machine collaboration will increasingly become the norm in an era of augmentation.Next17Trend 2WORKPLACE MENTAL HEALTH TRENDSGrudging acknowledgement The majority of those surveyed have a generally positive perception of t

60、heir EAP,but only 20%said it was very effective.However,16%remain neutral,indicating mixed perceptions of overall impact.THE EAP GETS AN UPGRADE5.How effective or ineffective do you think your current employee assistance programme(EAP)is in addressing the mental health needs of your organisations wo

61、rkforce?186.Which do you think are the biggest barriers,if any,to employees using your current EAP?Stigma around mental health and seeking help42%Lack of awareness about the services offered37%Difficult in accessing services(e.g.,long wait times)34%Employees dont feel EAP services are relevant to th

62、eir needs34%Lack of personalisation in EAP services9%N/A-no barriers in particular11%Barriers preventing EAP useStigma around mental health(42%)is still seen as a barrier that prevents some employees from accessing EAP benefits.For many(37%),a lack of awareness is the issue.of our respondents feel t

63、hat EAP services just arent relevant a feeling strengthened by recent reports of significant shortcomings in many of the services currently offered.34%TREND 22025 WORKPLACE MENTAL HEALTH 1937%of respondents believe mental health support should balance both human-led and AI-driven interventions by 20

64、30.I dont knowSomewhat effective51%Very effective 20%Somewhat ineffectiveNeutral16%Very ineffectiveN/A-We do not use an EAPFor a more comprehensive EAP approach,mental health support tools are the most in demand addition.On-demand therapy(44%)and leadership training(44%)are also prioritised.And with

65、 AI coaching and financial guidance also in demand,its clear that a wider range of support is needed.AN EAP FOR N-O-W7.Which additional services,if any,do you think should be included in EAPs to create a more comprehensive approach to employees wellbeing?10%20%30%40%50%60%WORKPLACE MENTAL HEALTH TRE

66、NDS56%44%44%38%37%3%2%1%Mental health support tools(e.g.stress management,mindfulness)On-demand therapy and coaching accessLeadership training and developmentAI coachingFinancial and legal guidanceN/A-nothing in particularI dont knowOther20The EAP has had a rough time over the last few years.Unloved

67、,underused,and under increased scrutiny following revelations of unethical and inappropriate practices.Just like corded telephones and black-and-white televisions,it felt as if this once essential service,originally introduced in the 1940s,could soon too become a thing of the past.WHY IT MATTERS2025

68、 WORKPLACE MENTAL HEALTH The world has changed,EAPs must catch upWhats in no dispute is the huge changes in the workplace since EAPs were originally introduced.Changes that some of the industry has been slow to keep up with.The overarching framework of most EAPs have remained the same since they bec

69、ame a workplace mainstay.To this day,most services are accessed via phone calls rather than digital tools which most workers today are more comfortable with.This old-school approach leads some employees to avoid using their EAP at all.Still a role to playYet despite stories about lacklustre EAP serv

70、ices,its important to note that not all providers are failing in their duties.There is still an acknowledgment of their need,and the benefits they can bring.This was shown in our survey,with 51%of our respondents finding their EAP somewhat effective.20%went further,viewing it as very effective.belie

71、ve that its some-what or very likely traditional therapy will be replaced by AI for the majority of employees by 2030.54%21TREND 2“When it comes to workplace wellbeing I have three hopes for the future.First is we still have work to do globally about destigmatising talking about mental health in the

72、 workplace.The second is coverage:there are still pockets where resources are scarce.And the third even where we do have resources is diversity in providers.”Nickle LaMoreaux Senior Vice President and Chief Human Resources Officer,IBMMoving from cookie cutter to customisedWith advancements in techno

73、logy and progress in how we approach mental health at work future-ready EAPs go beyond the basics to form an integral part of a broader organisational approach to wellbeing;one that covers prevention,early intervention,and responsive care.To continue meeting the needs of a modern workforce,EAP servi

74、ces must not stand still.Alongside the people they support they will need to adapt to new ways of working and new concerns as they arise.So long silo By incorporating EAP services into a broader wellbeing framework,organisations can provide employees with a comprehensive support system that addresse

75、s multiple aspects of health and wellness.Instead of just engaging with an EAP when a specific issue occurs,a range of services and resources are required to provide full-spectrum support that helps employees navigate various challenges effectively.These growing needs and expectations were clearly r

76、epresented in our survey,with everything from financial and legal guidance to leadership training and AI coaching being seen as important additions;all of which take the EAP far beyond its initial premise.A more customised approachEach employees mental health journey is unique and they need care tha

77、t truly meets them where they are.From mild anxiety to acute stress,personalised care ensures the right support can be accessed when its most needed.This personalisation should extend to the range of practitioners to ensure different time zones and languages are represented.Beyond location it is jus

78、t as important to ensure that practitioners can represent the people they support,with an understanding of different beliefs,backgrounds and cultural values.WORKPLACE MENTAL HEALTH TRENDS22WHERE TO PRIORITISE2025 WORKPLACE MENTAL HEALTH Integrate with complementary servicesAn EAP forms part of a sol

79、ution,its not the only solution.An integrated,connected approach ensures that support can be provided continuously and encompass the wider needs expected by a modern workforce.Remove barriers to accessMake sure your service is keeping up with the needs and habits of those it supports.Simplify appoin

80、tment booking to encourage early engagement.Use familiar platforms like Slack or Microsoft Teams to make it easy to access support in the flow of work.Also,multilingual options across time zones ensure every team member can find the care they need.Incorporate AIAn AI coach can complement your experi

81、enced practitioners,by proactively guiding people to the most suitable support options,offering real-time assistance to those in need,and allowing employees to access support immediately,rather than having to book an appointment.Ensure maximum impactAvoid wasted resources by moving to a value-based

82、pricing model.Help your organisation to recognise the impact delivered with real-time reporting and global data insights that measure ROI effectively.NowTransform company cultureRather than a dusty,ignored service,a modern EAP can be a catalyst for change that helps to set the tone and,given time,em

83、powers your entire organisation.Next23TREND 2Trend 3WORKPLACE MENTAL HEALTH TRENDSTHERAPY AND COACHING BECOME CORE TO WELLBEING AT WORK8.How valuable,if at all,would having free access to therapy or coaching as part of your employee benefits package be to you?HR leaders sold on coachingA combined 71

84、%of respondents would find free access to therapy or coaching either extremely or very valuable.This indicates a strong demand for the benefit.Forward looking employers are recognising the need to create a workplace culture that signals awareness of mental health issues in order to attract and retai

85、n talent,especially with younger generations.Extremely valuable 34%Very valuable 37%Somewhat valuable21%Not very valuableNot valuable at allUnsureof respondents feel that its important for organisations to offer therapy or coaching.84%24A shift in mental health expectationsThe majority of respondent

86、s(84%)recognised that therapy and coaching plays an important part of their organisations wellbeing strategy.However,the youngest employees seem least impressed.Reflecting higher expectations for mental health support,only 70%of 18-34 year-olds felt this way,with 10%feeling it was very or somewhat u

87、nimportant.To support Gen Z and Gen Alpha in the decade ahead,organisations must keep up with their needs in order to boost wellbeing and productivity.9.How important or unimportant is it for your organisation to offer therapy/coaching as part of its wellbeing strategy?25Very important18-2425-3435-4

88、445-5465-6465 and overSomewhat importantNeutralSomewhat unimportantVery unimportant10%20%30%40%50%60%TREND 12025 WORKPLACE MENTAL HEALTH 2025 WORKPLACE MENTAL HEALTH TREND 3WORKPLACE MENTAL HEALTH TRENDSWhy AI-driven therapy is the future of workplace supportCost effectiveness,flexibility,personalis

89、ation,early preventative care and quality of care are all reasons why HR leaders can envisage AI replacing traditional therapy and coaching in future.10.What are the reasons why you believe AI-driven therapy/coaching might replace traditional therapy/coaching?AI supports employees,and overstretched

90、practitionersNearly half(46%)of HR decision-makers feel that finding qualified practitioners is a barrier to them providing therapy and coaching as a benefit.With qualified therapists in high demand and a dearth of mental health practitioners across the world,AI-driven alternatives look set to fill

91、the gap 54%feel its very or somewhat likely that AI will become the default solution for the majority of employees by 2030.45%10%20%30%40%50%Flexibility for employees to access support at any timeCost-effectivenessAbility to provide preventative care and address issues earlyData-driven personalisati

92、on of mental health interventionsQuality of careReduced stigma associated with seeking AI-driven supportScalability across a global workforce45%34%33%32%31%28%11.What are the challenges your organisation faces/would face in providing therapy and coaching to your workforce?46%29%46%42%6%Cost-effectiv

93、enessScalability across a global workforceFinding qualified providersStigma associated with seeking AI-driven supportNone of the above26TREND 12025 WORKPLACE MENTAL HEALTH 12.How likely or unlikely do you think it is that AI-driven therapy/coaching will replace traditional therapy/coaching for the m

94、ajority of employees by 2030?2025 WORKPLACE MENTAL HEALTH 27TREND 3Very likely 16%Somewhat likely 38%Neither likely nor unlikely18%UnsureVery unlikelySomewhat unlikelyDemand will continue to growMental health practitioners and specifically mental health counsellors are already in high demand,and the

95、 need for them is expected to continue growing rapidly.The demand in America is set to rocket by 19%,rising from about 450,000 counsellors in 2023 to an estimated 534,000 by 2033.That makes counsellors one of the top 20 fastest-growing occupations in the US.WHY IT MATTERSWORKPLACE MENTAL HEALTH TREN

96、DS1.Reduced stigmaThanks to increased accessibility,changes in attitudes,and the prevalence of easy-to-access digital services,therapy is no longer reserved for those reaching a crisis point.Its for anyone looking to support their mental health and thrive.This shift is only going to be heightened by

97、 the arrival of Generation Alpha into the workplace.Born from 2010 up until 2024,theyre set to be the most tech-savvy,diverse,socially conscious and educationally advanced generation yet.As the children of millennials and Generation Zers who have both been more open about mental health than previous

98、 generations Gen Alpha are likely to have even fewer hangups about mental health discussions.Alongside this openness,there will be increasing expectations of mental health and wellbeing support at work.These changing generational attitudes were reflected in the feelings we saw about EAP services.Whi

99、le 46%of 45-54-year-olds and 51%of 55-64 year-olds felt that stigma around mental health and seeking help was a barrier,only 29%of 18-24 year-olds felt the same way.Likewise when it came to providing coaching,47%of 45-54 year-olds cited stigma around seeking help as an issue,compared to 37%of 18-24

100、year-olds.Why?2.Increasing uncertaintyPolitical unrest,economic uncertainty,crime rates,the climate crisis these are all factors putting increasing pressure on us all.And our work lives are no place to hide from these issues.Ironically,the same tech which is enabling greater freedom and access to su

101、pport,is also creating a huge amount of anxiety.According to a survey by the American Psychological Association,a startling 50%are concerned about AI taking their jobs.3.Changing workplace expectationsShifting generational attitudes,the experience of the pandemic(and resulting changes to work-life s

102、tructures that followed),and huge leaps in workplace technology have all driven significant changes in employee expectations.Beyond just a wage,people increasingly want to work for an employer that shares their beliefs and supports their mental health.28Changing nature of work environmentsThe evolvi

103、ng work landscape,characterised by remote work,digital transformation,and increased work-life blending,has created a host of new challenges for employees.Coaching and therapy can help people address these unique challenges,providing personalised strategies and coping mechanisms that promote emotiona

104、l resilience,work-life balance,and stress management.As work environments continue to evolve,the need for bespoke support is likely to increase to ensure that employees can adapt to the changing work dynamics.Companies that incorporate therapy and coaching into their wellbeing strategies will ultima

105、tely see greater wellbeing and performance.This was demonstrated in a Deloitte study6,which aimed to pinpoint the best ways employers can support their people and economic growth.The result?Companies with the greatest ROI went beyond investing in reactive treatment to addressing the full spectrum of

106、 mental health,from proactive prevention to managing workplace stressors,and benefited from the greatest returns.“Leaders and organisations need to be disciplined about creating the space and the time to focus on the health and wellbeing of the team,outside of the tasks that need to get done.”Loren

107、Shuster Chief People Officer,The LEGO Group2025 WORKPLACE MENTAL HEALTH 29TREND 3Talent retention and attractionAlthough crucial,mental health at work isnt just about providing individual support;its also about tackling the environment and culture that people work within.To retain internal talent an

108、d attract the best new hires,prioritising mental health,flexibility,and family-friendly policies all matter.This was reflected in results from our previous 2024 Trends report:HR leaders felt that the biggest expectation that Gen Alpha will bring to the workplace is a high expectation for mental heal

109、th support and wellness programmes(45%).Programmes that fully support employees can decrease voluntary turnover related to mental health issues by addressing employees in need,and help them to work through issues before they decide to leave the organisation.In turn,decreased turnover can reduce cost

110、s related to hiring and training new employees.Alongside the support itself,there is the potential for industry recognition for those organisations that lead the way.Those with a reputation for creating a mentally healthy workplace may boost their brand recognition and be better placed to attract yo

111、unger talent.A balance of human care and AI support is needed Human empathy mattersWhile AI coaching will continue to democratise access to support,the era of human therapy is far from over.As AI wellbeing coaching starts to address preventative,low-touch support needs,human therapists and coaches w

112、ill be able to focus on more complex cases or with those who simply prefer this approach,regardless of their mental health needs.There will always be a place for trained professionals who bring expertise and empathy to the therapeutic relationship.With diverse approaches and training,therapists can

113、use various techniques to support their clients effectively.WORKPLACE MENTAL HEALTH TRENDSThese real human connections will continue to matter.In an era where loneliness is on the rise,and executives recognise that a sense of workplace community is lacking,7 genuine empathetic moments have the poten

114、tial to be transformative;providing a safe space to explore vulnerabilities and empowering individuals to navigate lifes complexities with newfound clarity and resilience.AI enhances and complements human careBy working in harmony,AI and human coaches can meet the needs of employees everywhere,at an

115、y time.While human care matters,there are issues that may be easier for some people to discuss with an AI coach,free from embarrassment or perceived judgment.In a recent YouGov survey,41%of respondents viewed anonymity as a bonus of AI-led care.For those who are hesitant to speak to someone about th

116、eir mental health for whatever reason AI can offer a less daunting alternative to traditional human support.Its not a case of one or the other.An AI coach like Unminds Nova can support individuals and provide science-backed resources and coping strategies,either as a primary support tool or for addi

117、tional guidance in between Talk sessions.The methods of communication may differ,but with all interactions rooted in clinical expertise,reliable advice and understanding can always be found.302025 WORKPLACE MENTAL HEALTH Unmind exampleUnmind Talk provides access to a global network of experienced th

118、erapists and coaches who offer a wide range of therapeutic and coaching services.It has now delivered over 25,000 therapy and coaching sessions globally,with our data showing significant improvements in symptoms of depression and anxiety.After four or more sessions,users reported increased productiv

119、ity thanks to improved mental health.WHERE TO PRIORITISEAssess Conduct assessments of your organisations mental health needs.Identify specific areas where coaching and therapy would be of benefit.Also reflect on the mental health maturity and understanding within the business to see how much educati

120、on may be needed before taking further steps.NowCombine Take a hybrid approach that offers both traditional and AI-powered coaching.Start with a smaller group to test the needs of your workforce and them expand accordingly,to create a more personalised human-centred approach to mental health support

121、.ExpandEnsure wellbeing is built into a company wide culture by ensuring that mental health support is put into HR policies and practices,including recruitment,onboarding,performance reviews,and training.Next“This is the best thing that ever happened.Having a safe space where I can open up and get g

122、uidance!”Unmind Talk user EvolveA trusted,reliable AI coach would have been almost unimaginable just a decade ago.And this pace of change is set to continue.Make sure to keep evaluating and improving your offering as the needs of employees evolve and the technology continues to develop.31TREND 1TREN

123、D 3WORKPLACE MENTAL HEALTH TRENDSCONCLUSION32CONCLUSION2025 WORKPLACE MENTAL HEALTH 33WHAT COMES NEXT?2025 is clearly shaping up to be a pivotal year for many industries.But its not just about the here and now.Organisations that can fully embrace both the changing needs of their employees and the ra

124、pidly advancing technology to best support them will future-proof themselves for the decade ahead.AIs capabilities will continue to evolve,and ways of working may dramatically change as we reach 2030 and beyond.Yet,despite the hyperbole and opinions that will inevitably flow,it will be important to

125、keep sight of the fundamentals.People power businesses.Supporting the needs of all the brilliant,talented,committed,and,of course,complex people throughout this era of change will be vital.When facing transformative times like these,having the right partner by your side is key.Unmind has prepared to

126、 meet this moment,fully embracing technology that is now propelling us closer than ever to fulfilling our mission to unlock human potential in organisations around the world.With the Unmind platform and our science-backed solutions at the ready,you can confidently meet the challenges ahead knowing t

127、hat your executives are equipped with insights,your teams are fully supported and your organisation can perform to its full potential.Ready to discover how Unmind can help you create a mentally healthy,future-fit,and thriving workplace?Book a call at UWORKPLACE MENTAL HEALTH TRENDSREFERENCES1 Micros

128、oft.AI Data Drop:What the Future Workforce Really Cares About.https:/ Published 2024.2 Front Digit Health.Artificial intelligence in positive mental health:a narrative review.https:/pmc.ncbi.nlm.nih.gov/articles/PMC10982476/Published 2024.3 NBER.Macroeconomics of Mental Health.https:/www.nber.org/pa

129、pers/w32354 Published 2024.4 YouGov.Uk Trials AI Therapy.https:/ Published 2024.5 US Bureau of Labor Statistics.Fastest Growing Occupations.https:/www.bls.gov/ooh/fastest-growing.htm Published 2024.6 Deloitte.The ROI in Workplace Mental Health Programs.https:/ Published 2019.7 American Psychological

130、 Association.Psychological Safety in the Changing Workplace.https:/www.apa.org/pubs/reports/work-in-america/2024/2024-work-in-america-report.pdf Published 2024.8 Deloitte.The ROI in Workplace Mental Health Programs.https:/ Published 2019.9 Forbes.Why a Lack of Human Connection Is Crippling your Work Culture.https:/ 2022.34TREND 12025 WORKPLACE MENTAL HEALTH REFERENCES2025 WORKPLACE MENTAL HEALTH 35TRANSFORM MENTAL HEALTH AT WORK WITH UNMINDSchedule a call at U