Mental Health Support in Ukrainian Companies: Current Practices and Key Challenges

In recent years, Ukrainian companies have increasingly recognized the importance of mental health as a critical element for organizational success. The ongoing crisis in Ukraine has amplified stress levels among employees, making mental health support even more essential. A recent survey, conducted by the Ukrainian Psychotherapy League in partnership with HURMA System and the European Business Association, sheds light on how companies approach mental well-being, the challenges they face, and the most effective tools they employ.

Why Mental Health Matters in the Workplace

Mental health is more than just the absence of psychological disorders; it is a state of well-being that allows individuals to handle daily stresses, work productively, and contribute meaningfully to their communities. Mental health challenges, such as stress and burnout, have direct effects on productivity. The report highlights that 77% of Ukrainian employees report experiencing significant stress, which can lead to reduced efficiency and motivation, contributing to a notable loss in productivity.

Key Findings from the Survey

1. Increased Demand for Mental Health Initiatives
   • Approximately 98% of employers acknowledge the importance of mental health initiatives, though only 68% implement these measures consistently.
   • 67% of the initiatives are led by HR departments, with a majority aiming to reduce burnout and support resilience.
2. Common Mental Health Support Tools
   • The most frequently used mental health tools include psychological consultations, fostering a supportive team culture, and promoting work-life balance.
   • Some companies provide individual consultations, support groups, and even financial support for therapy, but these are utilized by only 18% of employees on average.
   • About 51% of companies employ in-house or external psychologists to help employees manage stress and anxiety.
3. Challenges in Implementation
   • Companies face several barriers, such as budget constraints (22%) and a lack of support from top management (19%). Additionally, cultural stigma around mental health services is a challenge, with 28% of employees hesitant to seek psychological support due to stigma.
4. Monitoring Employee Mental Health
   • The report reveals that 97% of companies try to monitor the mental well-being of their teams. However, only a small number have established structured, comprehensive processes for this purpose.
   • Tools used for monitoring include one-on-one meetings (45%), surveys and assessments (39%), and direct observations (26%). A small number of companies (3%) do not monitor employee mental health at all.
5. Mental Health Education and Awareness
   • Education on mental health is recognized as an essential component, with 32% of companies conducting psychoeducational events.
   • Most organizations use company-wide emails, Slack channels, and onboarding programs to inform employees about available mental health resources.

Best Practices from Ukrainian Companies

Leading Ukrainian companies have adopted innovative approaches to support mental health. For example:

• Bolt Ukraine has integrated mental and physical well-being support into its corporate culture, offering workshops and partially covering psychological support costs.
• UNIVERSALNA Insurance provides seminars on topics such as PTSD and emotional regulation, while also offering anonymous surveys to measure employee happiness and satisfaction.

Recommendations for Employers on Supporting Mental Health

1. Ukrainian companies should consider moving from one-off initiatives toward a more integrated mental health strategy as part of their core business processes. Doing so creates a safer, more supportive workplace that boosts productivity, engagement, and motivation.
2. Regularly monitor employees’ mental and emotional well-being using specialized tools, simple surveys, or assessments. Catching early signs of stress, burnout, or other issues allows for timely intervention, helping maintain team effectiveness.
3. Preventative care is often easier than addressing issues later. Consider incorporating resources like emotional management training, resilience workshops, counseling services, and work-life balance initiatives into your support programs.
4. Raise employee awareness about mental health, self-care, and ways to prevent mental health challenges. Use various communication channels to share resources, and work with mental health professionals to develop educational materials.
5. When creating wellness programs, prioritize employee-driven initiatives and feedback over copying approaches from other companies. Tailor your approach to meet the specific needs and preferences of your team.
6. Engage team leaders and senior management in mental health efforts. Provide training on how to recognize mental health concerns, support those affected, and build skills in communication and conflict resolution. Encourage leaders to champion mental health within the organization.
7. Focus on cultivating a supportive work culture where employees feel safe sharing their thoughts, feelings, and concerns without fear of stigma or discrimination.
8. Roll out new initiatives gradually. Begin with mental health awareness and stigma reduction, then add in supportive tools as your organization becomes ready to embrace them fully.