We are living in a world of extremes where one day is marked by headlines of war, unrest, and political turmoil, and the next celebrates innovation, resilience, and progress. The situation, by design or not, is not different at the workplace.
The workplace mirrors the same unpredictability, emotional strain, and volatility, only magnified by deadlines, performance reviews, and rising expectations, yet human resilience continues to push boundaries.
Unlike before, today’s fast-paced changing workplace has become a pressure cooker of stress, anxiety, and dwindling morale. Employees today are navigating complex realities, often quietly.
We have witnessed staff at their breaking point: some suffering severe health crises, others exhibiting abnormal behaviours, and many simply walking away, leaving behind a wake of questions.
Is it the relentless economic pressures, the pervasive political tensions, or the lingering, blurred lines of remote work that have pushed us to this edge?
The solution demands more than just an ear; it demands a radical shift in approach. Employers must integrate mental wellness into their core business strategy. This goes far beyond superficial perks such as pizza Fridays; it requires structured policies backed by genuine investment.
Transparent communication is non-negotiable. A 2023 PwC Kenya survey found that 67 percent of employees distrust leadership when updates are sporadic or vague. Regular town halls, open forums, and anonymous feedback channels can bridge this gap, fostering trust and mitigating anxiety born from uncertainty.
Employee assistance programmes must become the standard, not a luxury. Shockingly, only 22 percent of Kenyan companies offer such programs, according to a 2024 Institute of Human Resource Management report, despite compelling evidence that EAPs significantly reduce burnout.
Employers must understand that flexibility is no longer optional, especially for a workforce increasingly dominated by younger generations.
The call to action is simple yet profound. The future of work, and indeed our collective well-being depends on it.
With 54 percent of Kenyan workers citing rigid schedules as a major stressor, according to KNBS Labour Report, 2023, policies like remote work options, flexible hours, or even a four-day work week, as recently introduced for public sector workers in Dubai from July 2025, can dramatically alleviate pressure. This is not just about convenience; it is about empowerment.
Employees: Owning your well-being journey
While employers lay the groundwork, they cannot act alone. Mental wellness is a collective effort, and employees, too, must take ownership of their well-being. This journey begins with consistent, intentional habits that accumulate over time.
Consider the common scenario of an employee who works tirelessly for 12 months without a break, driven by unwavering dedication.
Yet, in the face of unforeseen circumstances, their replacement is often swift. This highlights a crucial lesson: just as you prioritise paying yourself first, you must also prioritise your mental and physical health.
A staggering 68 percent of remote employees admit to checking emails after hours (Microsoft, 2024), a habit that relentlessly fuels burnout. We must pause and ask: Is it truly urgent, or can it wait? Setting these clear boundaries is paramount.
Another powerful tool often overlooked is physical exercise. Research from Aga Khan University shows that employees who exercise at least three times a week report 27 percent lower stress levels.
Yet, a 2024 TIFA survey found that only 12 percent of Kenyan workers utilise company-provided counseling, often due to persistent stigma, particularly influenced by certain traditional African beliefs that view seeking mental health support as a weakness.
Breaking this barrier requires a cultural shift, where seeking help is celebrated as a sign of strength and self-awareness, not vulnerability. Simple yet impactful changes like turning off work notifications after business hours, engaging in mindfulness exercises, or practicing gratitude journaling can significantly enhance mental resilience.
Leveraging readily available technology to monitor stress triggers and develop personalised coping mechanisms can also be a game-changer.
The path forward: A shared imperative
The path forward is clear and undeniable. Employers must commit to regular mental health audits and implement comprehensive wellness programs.
Simultaneously, employees must take personal initiative to prioritise their morale and nourish their mental health. This isn’t mere HR rhetoric; it’s a fundamental business imperative. We either prioritise mental wellness now, or we will inevitably pay a much higher price later in lost talent, plummeting productivity, and eroding profitability.
The writer is a human resource practitioner in Nairobi, Kenya.
