Mental health has been center stage in the workplace for a while now and rightly so. But as employers rushed to respond, a critical question emerges: Have we blurred the lines between what organisations owe their employees and what individuals must manage for themselves?
As a therapist with a background in addiction treatment, private practice, and corporate mental health advisory (HPCSA registered), I've seen both sides of the equation. What’s clear is this: mental well-being at work is a shared responsibility. And it starts with understanding the roles both parties play.
What Employers Must Do
In the workplace, employers influence and shape the conditions under which people operate. According to the ILO’s Decent Work Agenda and Amartya Sen’s Capability Approach, work environments that foster dignity, fairness, and growth directly support mental well-being.
This goes far beyond offering yoga at lunch or access to a helpline. It means cultivating fair treatment, respectful behavior, and engaging people with understanding and dignity. Ultimately, it’s about ensuring the organisation itself isn’t the cause of psychological distress.
Workplace trauma can arise from toxic workloads, poor leadership, or lack of autonomy. To avoid compounding stress, organisations must design work thoughtfully, equip leaders to spot distress early, and create a culture where asking for help is safe, not career limiting.
When companies commit to building a space where people can speak up, they don’t just reduce risk, they build trust, resilience, and retention.
What Employees Must Own
Employees are not passive recipients of workplace wellness. There are personal boundaries only individuals can set. Knowing when to log off, ask for help, decline one more task, or protect personal time are the daily decisions that shape individual well-being.
Mental health hygiene means paying attention to signs of burnout, prioritising rest and recovery, and using available support. The workplace can and should support you, but it cannot replace your personal agency in protecting your mental state.
Redrawing the Line
The modern mental health movement has helped destigmatise seeking support. But in some environments, it has also led to an overcorrection where organisations feel fully responsible for emotional well-being while employees expect to be shielded from all discomfort. That balance simply isn’t sustainable.
A healthier approach lies in shared responsibility. Organisations must not traumatise, but employees must self-regulate. Companies should accommodate, but employees must communicate. Leaders must be compassionate, but teams must remain self-aware.
When these dynamics work in tandem, we move toward what human development frameworks have long advocated: decent, meaningful, and mentally sustainable work.
The conversation isn’t about less responsibility, it’s about smarter, shared responsibility. And within that clarity lies real hope for healthier workplaces.
Take the Next Step
If you want to better understand how your organisation can support healthier workplace dynamics, or if you're an individual wanting insight into your own development, you are invited to complete our free Human Development Assessment.
It is a simple and insightful first step toward building a more resilient, balanced, and empowered work experience.
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If you would like to explore your results or discuss support for your team, contact us anytime. We are here to help you build a healthier, more human workplace.