Mental Health and Company Culture: Why Support Matters at Work
Being stressed in the workplace is nothing new, but panic attacks, anxiety, and burnout have put mental health squarely in the spotlight. Sadly, for many employees, showing vulnerability at work can feel risky, especially when company culture doesn’t openly support mental health. Yet, the way a company responds in these moments can make the difference between shame and recovery, isolation and support.
The Awareness That is Growing
These days, there has become a growing awareness around stress, anxiety, and burnout, and it is clear that company culture plays a massive role in how employees respond to emotional challenges, especially intense moments like panic attacks.
Still, for many employees, experiencing a panic attack at work can give them a sense of shame, especially in professional settings, where people often feel they need to be “on” all the time, projecting competence and control. But, when they suddenly feel vulnerable or physically overwhelmed, it can be terrifying.
How Employers can Help
Panic attacks don’t come with a warning, and often hit suddenly, leaving an employee struggling to breathe, focus, or even stand still. This is amplified when coworkers glance sideways or react awkwardly and can leave lingering emotional scars.
Simple acts of support such as checking in, offering calm words, or even taking a few deep breaths together can make a huge difference. The fact is that most people simply want to be cared for during moments of distress, so cultivating empathy and understanding in the workplace isn’t just compassionate, it’s practical.
It is in these instances that company culture becomes critical. In fact, strong company culture isn’t just about mission statements or perks, it’s about consistently communicating values that prioritize employee well-being.
When employees feel purpose, recognition and collaboration as part of their daily work, they’re more likely to step in to support colleagues during difficult moments. Small gestures of empathy, such as a handwritten note or a private check-in, creates trust and a sense of emotional safety for employees, and over time, these habits build a supportive culture where employees feel seen and valued.
Proactive Management
Managers have an important role to play in this, and openly discussing mental health and work-life balance during one-on-one meetings can help to normalize these conversations.
Ideally, these meetings should happen monthly, as a way to create a space for employees to talk openly about stressors or personal challenges. By asking, listening, and acting on what employees share, managers can build rapport and trust with their employees.
This might be as simple as noticing an employee who seems overwhelmed or taking action to resolve a minor workplace frustration, like updating slow software that’s adding unnecessary stress. Essentially, when managers take the time to understand their team’s needs, employees feel acknowledged and supported before issues escalate into crises.
The Importance of Peer Support
Peer support is just as important, and during a mental health episode, the presence of understanding colleagues can help de-escalate anxiety and reduce long-term emotional impact. A culture where coworkers naturally check in, offer assistance, or just stand by someone during a difficult moment develops resilience across the team, and when employees know they won’t be judged for showing vulnerability, they do not feel shamed and are able to recover faster.
Within our organization, we implement “backup buddies” for every employee. These buddies cover for colleagues during leave, ensuring that work doesn’t pile up while someone focuses on their well-being.
We have found that this system reduces anxiety around taking time off and shows employees that their mental health is a legitimate priority, instead of a side note. Employees know they can step away when needed, confident that their workload is handled and that they won’t be penalized for prioritizing their health.
Building strong relationships with team members also gives managers the opportunity to recognize signs of burnout or emotional distress before they escalate. When managers and employees take the time to connect, they develop a deeper understanding of one another, and this sense of trust makes it easier to spot when someone is struggling and respond early.
Remote and Hybrid Environments
When it comes to remote or hybrid work environments, companies can also build meaningful connections. For example, at Flex HR, we host bi-weekly virtual “coffee break” meetings to celebrate wins and informally connect with our employees
Additionally, once a month, we dedicate a session entirely to mental health, and do activities like chair yoga, trivia, online escape rooms, vision boards, or desk scavenger hunts allow employees to take a break from the pressures of work and enjoy a stress-free, social experience. These sessions aren’t just fun, they strengthen camaraderie, boost morale, and reinforce a culture of support across the organization.
Empathy, Trust and Connection
Ultimately, supporting mental health in the workplace is about more than individual interventions, it’s about embedding empathy, trust, and connection into the company culture. When employees feel supported by peers and leadership alike, panic attacks, anxiety, and stress become manageable challenges rather than sources of shame.
Managers who check in regularly, peers who offer compassion, and organizations that prioritize well-being create a workplace where employees can thrive, both professionally and emotionally.
Company culture is more than a set of values on paper, it’s how people are treated in their toughest moments, and when organizations intentionally nurture trust, empathy, and open communication, employees feel safe to be human at work. This kind of culture doesn’t just prevent burnout and reduce anxiety, it strengthens teams, drives collaboration, and ultimately makes the workplace a more resilient, compassionate, and high-performing environment for everyone!
Jamie Sieja is the Vice President of Marketing at Flex HR. She has over ten years of professional experience at the company and has contributed to various initiatives, including addressing workplace culture and promoting a thriving company environment.