Workplace mental health: a real improvement but fragile
A recent study by Moka.Care, GHU Paris psychiatry & neurosciences, and Boston Consulting Group highlights that the situation is improving in 2026 regarding mental health at work.
The WHO-5 score reaches 62.8 out of 100, up by three points. 74% of employees now report a good level of mental well-being, four points more than in the previous year.
Some indicators show significant declines. Sleep disorders decrease from 55% to 48%. Irritability drops by six points to reach 36%. These developments confirm the impact of HR policies and prevention actions.
However, these advancements mask a more contrasting reality. One in four employees remains in a state of distress.
Over five years, 70% of employees report experiencing a work-related mental disorder. Chronic fatigue still affects 41% of respondents, and chronic stress affects 32%. Burnout is becoming structural, with 24% of employees affected in the recent period.
Inequalities remain strong based on profiles. Women score 60 compared to 66 for men. Those under 35 are particularly exposed, with 76% having experienced a psychological disorder. Among 18-24 year-olds, this figure reaches 46% for chronic stress.
An RH performance directly impacted by mental health
Workplace mental health directly influences organizational performance. 41% of employees report being less effective due to their psychological state. 37% have experienced a work-related sick leave due to these issues.
The consequences can be long-lasting. 42% of burnout-related sick leaves exceed one month. 15% of affected employees do not return to their company. 19% even state that they resigned to preserve their mental health.
Yet, work remains a positive lever. 69% of employees believe it contributes to their balance. It ranks as the fourth source of well-being, behind personal relationships.
The role of management is crucial. The well-being gap reaches 36 points based on perceived support levels. One in five managers themselves is in difficulty, which weakens the entire organization.
“Our study aligns with what psychiatry specialists observe in young people: mental vulnerability is increasingly precocious, and severe cases are on the rise. Professional environments are clearly privileged spaces for detection and prevention for this population.”
Florence Patenotte, Director of Communication and Sponsorship at GHU Paris psychiatry & neurosciences
The return of taboos, the main barrier to mental health at work
Despite progress, prejudices are significantly increasing in companies. 32% of employees now consider mental disorders a sign of weakness, a ten-point increase in a year. 46% believe these disorders pose a problem at work.
The perception of seeking help is also deteriorating. 29% see consulting a psychologist as a failure, a twelve-point increase. 54% now consider mental health a private matter.
These representations hinder communication. Only 43% of affected employees discuss their situation with their employer. This silence complicates prevention and exacerbates organizational risks.
Pierre-Etienne Bidon, co-founder of Moka.Care, warns about this dynamic: “Mental health is an individual and collective issue. The resurgence of taboo is worrisome. Individuals must feel safe to talk about it. Destigmatization work must continue at all levels.”
Work transformations intensify this complexity. 79% of teleworkers observe a better balance, but 40% mention increased isolation. Artificial intelligence improves productivity for 66% of users, but 36% perceive it as a threat.
For HR, the challenge is clear. It is necessary to consolidate progress while combating cultural biases. Without this, mental health at work will remain a visible issue but inadequately addressed in depth.
