I was taking a road trip through New England this fall when I passed a large flashing yellow road sign: “Need to talk? Call or text 988.” This is the suicide and crisis lifeline that immediately connects anyone experiencing behavioral health-related distress — thoughts of suicide, a substance use crisis, or any other kind of emotional distress — with a local, trained crisis counselor.

This is the first time I came across 988; I don’t know how I missed it. The hotline dates back to 2020, when the Federal Communications Commission adopted rules to establish 988 as the nationwide, easy-to-remember three-digit dialing code for people in crisis to connect with suicide prevention and mental health crisis counselors. Since its launch in July 2022, the 988 Lifeline has answered more than 13 million calls, texts, and chats from people in need of support across the U.S. and its territories.

During my trip I strolled the Walkway Over the Hudson, a century-old steel train bridge remodeled for a 1.5-mile walk spanning the Hudson River between Poughkeepsie, New York and Highland, New York. The pavement was dotted with large, round, blue mental health well-being stickers: “Check in with someone today.” “You matter.” “Spread the joy.”

These were two more examples of perhaps the most positive development I’ve noticed in workplace safety and health: mental health awareness and outreach have never been greater.

A profound impact

There certainly is the need for more action. “Psychosocial harm, psychological injury, or mental illness, has a profound impact on worker health and safety,” Dr. I. David Daniels, founder and CEO of ID2 Solutions, LLC, wrote in an email to me.  “Psychosocial risks—such as bullying, chronic stress, moral injury, and organizational injustice—are… deeply significant in terms of long-term mental health, organizational culture, and systemic safety. These risks contribute to psychological injury, which can manifest as anxiety, depression, trauma, or even suicide.”

“Psychological injury should be treated as a significant incident in its own right, especially when it leads to hospitalization, disability, or suicide ideation,” Dr. Daniels asserted. “Mental illness, when clearly triggered or exacerbated by workplace conditions, is not a private matter…”

Entering 2026, the stigma that far too often keeps mental illness a private matter still exists. But the 988 flashing highway sign and the bridge walkway reminders show a public openness and messaging that is growing. There are encouraging signs that it is carrying over into the workplace.

Signs of awareness and acceptance

In a 2025 survey by Pie Insurance, 91% of small business employers/decision-makers expressed confidence “in their ability to address mental health issues” and 62% of employees shared the belief that support capabilities are available. There’s room for improvement, sure. More than one-third of employees said mental health support is missing in their organization. In the survey, 36% of the employees said workplace stress affects their personal lives, including relationships, sleep and mental health, and 73% agreed that implementing “some form” of workplace mental health support “would make a meaningful difference.”

“Our goal with this research is to help employers see the reality their workers are experiencing so they can create environments where both employees and businesses succeed,” said Pie CEO John Swigart in a statement.

Think about it. Even five years ago did you come across this type of survey? Was this “reality” and the need for support openly discussed by employers and employees?

Five years ago, did OSHA have a topic page on suicide prevention, as it now does? You wouldn’t find the depth of information OSHA now presents on workplace stress, with slogans “Safe Workplace, Good Headspace” and “Make Work Better – Mental Health Matters” along with guidance and tips, training resources, real-world solutions and outreach materials. OSHA talking about “Good Headspace”? The times they are a’changing.

“While there are many things in life that induce stress, work can be one of those factors,” states the agency. “However, workplaces can also be a key place for resources, solutions, and activities designed to improve our mental health and well-being.”

Speaking of guidance, in November BSI, a United Kingdom national standards body, announced the world’s first standard on suicide awareness, BSI 30480 “Guidance for suicide intervention and support.” The UK’s Health and Safety Executive has had standards for the management of workplace stress dating back to 2004.

The suicide awareness and intervention standard’s introduction states:

“Almost every workplace is affected by suicide at some point, whether through the suicide of a colleague, seeing a colleague losing a loved one to suicide, knowing someone experiencing a suicide crisis, or by witnessing a suicide or suicide attempt. Where these traumatic experiences are visible or talked about openly, the adverse impacts are more evident… while suicide is relatively rare, exposure to suicide is much more common than most people realize.”

Other mental health standards have been issued in the past five years:

• ISO 45003:2021 Occupational health and safety management — Psychological health and safety at work — Guidelines for managing psychosocial risks. Geneva: ISO.
• Safe Work Australia. (2022). Model Code of Practice: Managing psychosocial hazards at work. Canberra: Safe Work Australia.
• WHO. (2022). Guidelines on mental health at work. Geneva: World Health Organization

EHS associations take action

Some more evidence that the mental health stigma is being attacked as never before:

AIHA® recently released a guidance document, “AIHA Guidance on Total Worker Health® and Issues Relevant to Advancing Worker Well-being.” It covers psychosocial factors (“Often workers perform activities that they perceive as demanding, constraining and otherwise stressful”) and “accessible and affordable health-enhancing options.”

American Society of Safety Professionals President Linda Tapp wrote in October, “At Safety 2025, mental health was a central theme throughout many presentations. Keynote speakers… highlighted the importance of relationships and connections, while a panel of experts discussed how mental health issues are contributing to a crisis that directly impacts worker safety. 

“Is all this discussion about mental health at a safety conference necessary? The short answer is ‘yes.’ When an expert panel at Safety 2025 was asked if employee mental health is the responsibility of EHS professionals, the overwhelming response was ‘absolutely’.”

“Promote Employee Mental Health and Wellbeing” is a topic page on the National Safety Council’s website.  It states: “Employers have a unique ability and responsibility to encourage and maintain a culture of wellbeing in the workplace. Employers can take action to identify, engage and support employees who may be experiencing these issues.”

Macro and micro views of mental health

We’ve come a long way in addressing mental health and wellbeing issues and of course have a way to go. I look at developments through macro and micro lenses.

On a macro level, there is public messaging and outreach. Another example: the U.S. Surgeon General’s Framework for Workplace Mental Health states that “mental health significantly impacts workplace safety, affecting workers’ physical and psychological well-being, their performance and the overall safety environment.” And you have the standards, association activities and pages and pages on Goggle listing workplace mental health consultants.

On a micro level, individuals who are struggling must decide it is safe to seek help. It’s not an easy step. In the U.S., nearly all (98 percent) of mid to large companies offer Employee Assistance Programs (EAPs), but only about four percent of employees use them each year, according to Mental Health America.

Still, I’m optimistic. If many new U.S. and international efforts have come about in just the past few years, think how much more awareness, acceptance, practices and policies will take hold in the coming years. Progress will be incremental — it’s a huge issue — but greater mental health awareness and support that is now starting in grade schools will filter up and the macro messaging and support will filter down.