Singapore’s workforce is facing a mental health reckoning. With the pace of change continuously increasing, the pressures on everyday workers in Singapore have rarely, if ever, been greater. As global attitudes shift and mental health conversations become more normalized, employers face both an opportunity and an imperative to take action.
The latest TELUS Mental Health Index (MHI), a report that examines the mental health of employed people in Singapore, reveals a troubling trend: overall mental health scores dropped 1.3 points to 61.6, reversing two years of progress. More alarmingly, 41 per cent of workers in Singapore now fall into the high mental health risk category. This isn’t just a wellbeing issue – it’s a business-critical situation requiring immediate attention.
Understanding the decline
Multiple factors contribute to this downturn. Economic uncertainty, job security concerns and an increasing sense of isolation as highlighted by the World Health Organization, have created heightened anxiety and disengagement among employees. The TELUS MHI data shows work productivity experienced the steepest decline of all metrics, falling 4.1 points in the last quarter.
The business impact is substantial. Workers struggling with untreated anxiety or depression lose an equivalent of 70 working days annually – nearly 1.5 days per week. In contrast, workers with good mental wellbeing maintain higher productivity. It is important to remember that any employee at any time may experience symptoms of poor mental health and wellbeing. This in turn may translate into reduced efficiency, greater absenteeism and lower workforce morale which directly impact an organisation’s bottom line and top line growth potential. In a competitive environment, business health and success along with employee health and wellbeing are aligned. With this, it is important for employers to provide the support needed to promote mental wellbeing and enable employees to address issues with high quality resources.
Mental wellbeing is influenced by many things. Financial stress is one. Our data shows that employees without emergency savings are three times more likely to have poor mental health index scores and adopt poor lifestyle habits. Employers can help here as well with savings programs and training to build money management skills.
Mental health is a business imperative
Singaporean businesses can no longer believe that mental health support is an optional initiative. With 4 out of 10 workers at high risk of mental health issues, and the strong relationship to business outcomes, those employers that invest wisely in mental health and wellbeing support will surpass their peers in several respects – employee engagement, regrettable turnover, business efficiency, customer service and employee driven innovation.
What employers do makes a difference. Workers with excellent mental health support from their employers score 19 points higher on the TELUS MHI – enough to elevate them from “strained” to a more optimal mental state. These employees also experience 42 fewer lost workdays annually compared to those in organisations lacking adequate support.
Practical steps for employers
Addressing mental health in the workplace requires a cultural shift that prioritises psychological safety, flexibility and holistic wellbeing. Here are three actionable strategies for employers and HR leaders to take:
- Foster a culture of openness and support: Normalize mental health discussions as part of overall wellbeing. This can include training managers to recognise signs of stress and burnout, implementing mental health check-ins and creating safe spaces for employees to seek support without fear of stigma.
- Consider flexible work arrangements: Economic pressures and rigid workplace expectations can contribute to mental strain. Flexible work policies such as hybrid schedules where feasible, and employee input into scheduling where it is not, can help employees better manage their workloads and personal responsibilities.
- Invest in comprehensive wellbeing programs: Employee Assistance Programs (EAPs) provide essential resources for those navigating mental health challenges, while holistic programs that address financial, physical and mental health, contribute to a more resilient workforce. TELUS MHI data highlights that workers with access to strong employer support experience not only higher mental health scores but also have improved engagement and productivity.
The business case for action
Addressing mental health is not just the right thing to do, it’s a strategic decision that delivers tangible returns. In a competitive talent market, companies known for prioritising employee wellbeing have an edge in attracting and retaining top talent. A mentally healthy workplace leads to reduced absenteeism and presenteeism, higher employee satisfaction and morale and greater productivity and performance outcomes.
With nearly one-third of Singapore’s workers scoring 50 or below on the TELUS MHI – a higher prevalence than in Australia and New Zealand – the need for action is urgent.
Singapore’s workforce needs robust support and businesses are uniquely positioned to lead this charge. Prioritising mental health goes beyond enhancing productivity; it’s about creating an environment where employees can thrive both personally and professionally.
Organisations that invest in meaningful wellbeing programs will not only see improved mental health outcomes but also stronger business resilience and growth. This approach isn’t just a workplace trend – it’s the future of work.
About the author
Paula Allen, Global Leader of Research and Client Insights at TELUS Health, oversees research, data-driven insights, and service development to address industry trends and market needs. A recognised expert in workplace mental health, learning strategies, and risk management, she is a sought-after speaker and advisor. With over 20 years of experience, Paula also serves on multiple boards and committees, contributing to advancements in psychological health, diversity, and e-mental health solutions.
