Mental health: a national priority and a strategic challenge for HR

Today, mental health is at the heart of national concerns. It marks a decisive turning point in the recognition and care of the psychological well-being of all French people. This mobilization concerns both the personal and professional spheres, with particular emphasis on the business world and the responsibility of employers.

It requires HR to rethink its practices in order to guarantee employees' psychological well-being and ensure the organization's overall performance.

What is mental health? An essential definition

According to theWorld Health Organization (WHO), mental health is a state of well-being that enables people to realize their potential, cope with the stresses of life, learn and work well, and contribute to the life of the community. It is a fundamental human right and an integral part of general well-being. Mental health is more than just the absence of mental disorders. It encompasses three complementary dimensions:

• Positive mental health: characterized by personal fulfillment, self-esteem and the ability to cope with difficulties.
• Psychological distress: a state of unease in reaction to stressful situations, not necessarily indicative of a mental disorder.
• Mental disorders: diagnosed psychiatric pathologies requiring appropriate care

The alarming figures for mental health in France

A worrying situation affecting all French people

Recent data reveal the scale of the challenge facing France. According to the French Ministry of Labour and Solidarity, 13 million French people suffer from a mental disorder every year, and one in four people will experience a mental disorder in their lifetime. Even more worrying, 53% of French people say they have experienced mental distress in the last twelve months.

The 2025 Ipsos x Qualisocial survey highlights that 55% of those questioned think about their mental health often, or even very often. Moreover, 36% of French people say that stress has disrupted their lives on several occasions over the past year.

Mental health in the workplace: a major challenge for companies

The professional world is not spared. Psychological disorders are now the leading cause of long-term sick leave in France. The statistics are edifying: 25% of employees consider their mental health to be poor, and 38% have experienced stress over the past 12 months. Psychological illnesses recognized as work-related rose in 2023, and 45% of French employees say they are in a state of psychological distress, according to the Empreinte Humaine Barometer.

2025: a pivotal year for mental health

Designation as a Great National Cause

The French government has officially designated mental health as a "Grande Cause Nationale 2025", under the slogan "Parlons santé mentale!". This recognition marks a strong political will to change mentalities and practices. It is structured around four priority objectives:

1. Destigmatization: changing the way the French look at mental disorders
2. Developing prevention: strengthening early detection of disorders
3. Improving access to care: guaranteeing quality support throughout the country
4. Comprehensive support: helping people in all aspects of their daily lives

Companies must mobilize

On August 28, 2025, the Alliance for Mental Health, in collaboration with the government, launched the first Charter of Commitment to Mental Health at Work. The aim of this charter is to encourage organizations, whatever their sector of activity or size, to make a lasting commitment to a virtuous approach.

All signatory companies undertake to implement four pillars of action within three years to raise awareness on the subject of mental health. Prevent psychosocial risks by taking action on work organization. But also, to detect weak signals and support employees in difficulty, and above all to direct people in need to the appropriate health professionals.

Factors affecting mental health in the workplace

Work organization: a major lever

Work organization plays a central role in the prevention of psychosocial risks. Several organizational determinants have a direct impact on employees' mental health:

• Excessive workload and inadequate task regulation
• Lack of autonomy and clarity in missions
• Lack of recognition at work and managerial support
• The deteriorating quality of professional relations
• Restrictive working hours and compromised work/life balance

Employer's legal liability

In France, employers have a legal obligation to guarantee the physical and mental health and safety of their employees. According to article L4121-1 of the French Labor Code, this responsibility includes the prevention of psychosocial risks, recognized as a major occupational hazard.

Beyond this legal obligation, there is a moral and economic responsibility. Companies that invest in the mental health of their teams see a drop in turnover, a reduction inabsenteeism and work stoppages, improved productivity andcommitment, and a boost in their attractiveness to talent.

Concrete actions to promote mental health in the workplace

Primary prevention: upstream action

Primary prevention involves acting on organizational determinants before disorders appear. It is the most effective and longest-lasting approach:

Support and guidance systems

There are several ways in which companies can support their employees.

According to Qualisocial, only 23% of employees have access to a comprehensive prevention plan, whereas studies show that an effective prevention plan results in 83% of employees being psychologically healthy, compared with 66% without adequate prevention.

Challenges and prospects

Particularly vulnerable populations

Certain population categories are more exposed to mental health disorders. Young people are among those most affected, with 40% of 18-24 year-olds showing depressive symptoms, and almost one in four having had suicidal thoughts.

Women are also particularly affected, with 23% in a critical mental health situation, compared with 15% of men.

Precarious populations are another at-risk group, since poverty and precariousness are recognized factors in the deterioration of psychological well-being.

Caregivers, whether of the elderly, sick or disabled, are faced with an often neglected need for physical and mental respite.

Finally, caregivers pay a heavy price for their professional commitment, with 41% of hospital staff showing symptoms of depression and anxiety, a situation exacerbated by successive health crises.

Obstacles to overcome

Despite national mobilization, a number of persistent challenges are still holding back progress in mental health.

Stigmatization remains a major obstacle, with 50% of people affected by psychiatric disorders preferring to remain silent for fear of judgment, which considerably hampers access to care and social integration.

Lack of awareness is also a major obstacle: some employees are unaware of the deterioration in their own health, a situation that delays diagnosis and support.

Inequalities in access to healthcare persist, with 39% of employees having no access to preventive measures, while healthcare provision remains unevenly distributed across France.

Finally, the lack of recognition at work exacerbates the situation: only 56% of French employees feel that their work is recognized at its fair value, a figure well below that of the UK (72%) and Germany (75%), revealing a French deficit in terms of professional valorization.

Opportunities for companies

The Great National Cause 2025 offers companies the opportunity to turn this challenge into a concrete advantage:

• Improve employee well-being, Quality of Life and Working Conditions (QLWC) and reduce absenteeism-related costs
• Enhancing attractiveness and retaining talent in a competitive job market
• Become agents of societal change
• Improve overall performance through more committed and productive employees

FAQ

What can employers do to improve the mental health of their employees?

Employers can take action on a number of levels: assess psychosocial risks, train managers to listen and detect weak signals, guarantee a reasonable workload, encourage work/life balance, promote recognition at work, set up listening and support systems, and create a caring corporate culture where mental health can be discussed without taboo.

What indicators should be monitored for mental health in the workplace?

Absenteeism rates, turnover, commitment barometers, RPS reports, participation in support systems.

How do you train managers in mental health?

Through dedicated modules on signal detection, benevolent management, burn-out prevention and open communication.

What support systems can be offered to employees?

Listening units, access to psychologist sessions, helplines, coaching sessions, flexible working hours.

What's the difference between mental health and mental disorders?

Mental health is a state of overall well-being that concerns everyone. It encompasses the ability to cope with stress, realize one's potential and contribute to the community. Mental disorders, on the other hand, are diagnosed pathologies (depression, anxiety, bipolar disorder, etc.) that require medical treatment. It is possible to enjoy good mental health while living with a well-treated mental disorder.

Where can I find help for psychological problems?

Several resources are available: 3114 (the national suicide prevention number, free of charge and accessible 24 hours a day), your GP who can refer you, your occupational physician, psychologists and psychiatrists, the "Mon soutien psy" scheme (12 sessions reimbursed), occupational health and prevention services, and specialized associations.