Mental health in the workplace has moved from the margins to the mainstream. As of 2023, nearly one in four adults in the United States—about 58.7 million people—live with a mental health condition, according to the Centers for Disease Control and Prevention. In the workplace, these conditions can manifest as difficulty with engagement, communication, performance, and even physical symptoms like fatigue, nausea, or pain. The effects are particularly disruptive in high-pressure industries, where untreated conditions contribute to burnout and absenteeism—and increasingly, to long-term disability and resignation.

In early 2023, the Kaiser Family Foundation reported that 34.3% of adults in Missouri reported symptoms of anxiety and/or depressive disorders, slightly above the national average of 32.3%. Kansas has seen improvements in mental health rankings, moving from 51st in the nation in 2023 to 22nd in 2024, yet challenges persist, particularly among youth, with about 20% experiencing major depressive episodes.

Executive dysfunction is one of the most common workplace hurdles reported by individuals with conditions such as anxiety, depression, bipolar disorder, and attention-deficit/hyperactivity disorder (ADHD). These disorders interfere with cognitive skills like memory, planning, organization, and focus—often referred to as executive functioning. Without support, employees may struggle to process instructions, prioritize tasks, or meet deadlines. What’s more, many adults only receive an ADHD diagnosis later in life, meaning they’ve often spent years internalizing feelings of failure, underperformance, or confusion without knowing the root cause.

In some cases, individuals do not begin a job with these difficulties but gradually develop symptoms as workplace stress mounts. A toxic or overly demanding work environment can trigger or worsen mental health conditions, leading to cognitive, emotional, and behavioral changes over time. 

The World Health Organization (WHO) estimates that depression and anxiety cost the global economy an estimated $1 trillion each year in lost productivity. Furthermore, for every $1 invested in scaled-up treatment for these conditions, there is a return of $5 in improved health and productivity.

Workplace wellness isn’t just about preventing harm—it’s about promoting practices that help employees thrive. Mental Health America’s 2024 Mind the Workplace report found that employees working on their feet in fixed locations—such as service counters, warehouses, and assembly lines—consistently report lower workplace health scores than those working at desks or remotely. Stress from rigid schedules, physical fatigue, and lack of autonomy contributes to sleep disruption, strained relationships, and diminished mental well-being. Regardless of setting, flexible scheduling, clear communication, opportunities for growth, and empathetic leadership remain critical to job satisfaction.

A toxic workplace doesn’t just erode morale—it drains resources. Employees who are disengaged may skip shifts, clash with coworkers, or offer substandard service. Over time, these issues can snowball into chronic turnover, low productivity, and a culture of distrust. On the other hand, small efforts—like expressing gratitude, offering feedback during one-on-one reviews, or creating space for employees to share concerns—can shift the dynamic entirely.

Many workplace improvements are low-cost but high-impact. Encouraging open communication, offering paid mental health days, and building mental health literacy among managers are all accessible strategies. It’s critical that workplaces avoid punishing employees for disclosing their needs—especially those navigating mental health conditions or neurodivergence. The Americans with Disabilities Act protects employees from discrimination based on medical diagnoses, but stigma remains a powerful deterrent to disclosure.

Employee assistance programs (EAPs), mental health coverage, and supportive leave policies are among the most effective tools an employer can offer. But structural support must be matched by cultural shifts: trust, inclusion, and flexibility go further than any single policy.

For individuals, maintaining mental health at work starts with self-awareness. Symptoms of mental health conditions vary widely. One person with depression may appear withdrawn and lethargic; another may seem irritable and restless. ADHD in adults often looks less like hyperactivity and more like missed deadlines, disorganization, or difficulty focusing in meetings. Among women, ADHD has historically gone undiagnosed, as symptoms are frequently masked by anxiety, perfectionism, or internalized stress.

Common warning signs can include mood swings, changes in sleep or appetite, difficulty concentrating, loss of interest in activities once enjoyed and, in some cases, increased substance use as a coping mechanism. Left unaddressed, these behaviors can ripple outward—impacting not only job performance but also relationships at home and overall health.

While individuals can and should take responsibility for their mental well-being, this doesn’t absolve workplaces from fostering environments that promote balance and belonging. A culture of mindfulness, support, and accountability can help prevent crises before they begin. Wellness initiatives shouldn’t be performative—they should be integrated into every layer of an organization’s structure.

Everyone has a role to play in making the workplace a space for growth, not burnout. As awareness grows and diagnoses like ADHD become better understood, it’s time for employers to evolve beyond generic wellness slogans and embrace evidence-based, human-centered support systems. The cost of ignoring mental health is staggering. But the return on investment? A healthier, more productive, and more resilient workforce.