Mental health is emerging as a critical workforce issue across Asia, yet many employers continue to struggle with translating awareness into meaningful workplace action, according to a new report by QBE Insurance Group.
The report, titled “Strengthening Workplace Mental Health: Actionable mental wellness strategies for Asian businesses”, found that 82% of workers in Asia face a moderate to high risk of developing mental health issues. The findings underscore the growing implications for productivity, employee retention, absenteeism, workplace relationships, and overall organisational performance.
Globally, depression and anxiety result in the loss of around 12 billion working days each year and an estimated US$1 trillion in productivity losses. In Asia, the challenge is particularly acute, with mental health conditions contributing to lower workforce productivity. The report notes that Singapore alone lost an estimated US$11.72 billion in economic productivity due to anxiety and depression in 2022.
Employee perceptions also point to significant gaps in workplace support. More than half (56%) of workers in Singapore believe their employers do not provide sufficient mental wellbeing support. In Vietnam, only 21% of employees are satisfied with their organisation’s culture of openness and psychological safety, while just 13% of workers in Malaysia report high satisfaction with available mental wellness resources. In Hong Kong, only about 12.5% of employees have received mental health support from their employers.
The report highlights that untreated mental health conditions can directly affect workplace performance and interactions. Around 80% of affected employees report difficulty concentrating, 37% are more likely to experience conflict with colleagues, and 50% are more likely to become impatient with customers.
According to the report, workplace factors such as excessive workloads, long working hours, poor work-life balance, job insecurity, inadequate pay, discrimination, workplace bullying, harassment, and weak managerial support can worsen mental health conditions. Poor leadership and unhealthy workplace cultures are identified as among the most influential drivers of psychological distress.
Beyond workforce wellbeing, the report also points to growing employer responsibilities under workplace health and safety regulations across markets including Singapore, Hong Kong, Malaysia, and Vietnam. It advises organisations to stay informed about legal developments related to mental health and workplace injury compensation.
To address these challenges, QBE recommends a three-step approach centred on prevention, identification, and action. Suggested measures include creating psychologically safe workplaces, strengthening anti-harassment policies, training managers to identify signs of distress, promoting work-life balance, introducing confidential employee support channels, and establishing flexible work and return-to-work arrangements for affected employees.
The report also urges organisations to regularly measure workforce mental wellbeing through employee surveys, HR data analysis, one-to-one discussions, and continuous wellness programmes. It argues that prioritising mental health can help employers improve engagement, reduce turnover, strengthen productivity, lower workplace accident risks, and build more resilient workforces.