Canada (EN)
Geopolitical tensions in the Middle East and Eastern Europe, outbreaks of infectious diseases and persistent inflation driving up the cost of everything from groceries to gasoline continue to weigh heavily on people’s minds. It’s no wonder three-quarters (73%) of employees are reporting moderate to high stress levels, according to the 2026 Alight U.S. Employee Mindset Study.
With so many converging stressors, people are feeling the pressure in their daily lives. Across the board, mental wellbeing remains a challenge for many employees, as evidenced by the meager number who rate the following areas of their wellbeing positively:
- 49% Overall mental wellbeing
- 49% Maintaining work-life balance
- 45% Getting enough quality sleep
- 45% Managing stress
As the year draws to a close, stress levels are likely to climb even higher, as the fourth quarter is typically a challenging time for many people. From the pressure of preparing for the holidays, the heartache of an empty chair at the table or the pain of spending days alone while others are gathering with family and friends, it’s a complicated season. It’s also a time of reflection, as people look back on the year about to close and forward to opportunities to live their best lives in the new year.
For employers, the conclusion of annual enrollment marks the end of one of the busiest periods of the year. However, the robust communication efforts that support enrollment also present a perfect opportunity to educate employees about available mental health resources and to provide assurance that they won’t be stigmatized if they speak up about their own struggle or seek support for it.
By consistently reinforcing that seeking help is encouraged and supported, employers can help reduce stigma and connect employees to the care they need.
Stigma struggles
While stigma around discussing mental health in the workplace—real or perceived—has persisted for years, employees are reporting a growing sense of psychological safety. More than half (53%) feel they can speak openly about mental health in the workplace, up from 41% in 2023. Still, just 55% feel their employer genuinely cares about their mental and emotional wellbeing.
This gap underscores the crucial role managers play in supporting employee wellbeing. Employers should equip managers to recognize signs of stress, burnout and emotional distress in their people while also providing guidance on how to engage in supportive conversations and connect employees with the resources they need.
This year’s Mindset Study found nearly one-third (30%) of employees who took a leave of absence in the past two years did so for mental health or burnout reasons. Furthermore, 36% of survey respondents say they didn’t take a leave that they needed, primarily because they felt the process is too difficult or that taking leave could impact their career. The prevalence of employees struggling with stress or mental health issues suggests that a significant number may have forgone a needed leave despite experiencing substantial emotional or psychological strain.
This trend is particularly concerning because employees who delay or forgo a needed leave while experiencing stress, burnout or mental health challenges often experience worsening symptoms over time. This can lead to declining work performance and longer absences down the road.
Employers can play a critical role by making leave policies easy to understand, simplifying access to benefits and support services and encouraging employees to seek help when they need it. Just as importantly, organizations must reinforce that taking time away to prioritize one's health is a sign of self-care, not a setback to career advancement.
Different people, different needs
Not every employee experiencing stress, burnout or mental health challenges reaches the point of needing a leave of absence. For many, timely support and access to the right resources can make a meaningful difference. Often, what employees need most is someone to listen, provide guidance and help them navigate difficult situations before they take further action.
While traditional in-person therapy remains an important and widely used resource, Mindset data indicates that employees are increasingly turning to digital solutions that offer convenient, accessible and personalized support when and where they need it.
Nearly three-quarters (71%) say employer-provided mental and emotional health apps are valuable, while 68% say the same about employer-provided telephonic, virtual or online visits with a mental health professional. Of course, one size does not fit all. Employees who are hesitant to seek help or new to therapy may find an in-person appointment too intimidating. The convenience, privacy and flexibility of virtual sessions often make it easier for individuals to take the first step toward getting help.
Over time, some may choose to continue with virtual care, transition to in-person sessions or adopt a hybrid approach that combines regularly scheduled therapy appointments with virtual check-ins between visits. This flexibility is important because mental health needs vary widely. Some employees may benefit from just a few sessions to navigate a difficult period, while others may require ongoing support to manage chronic mental health conditions.
Employees' mental health journeys are deeply personal, and no two needs are the same. Offering a range of care options allows employers to effectively support their diverse workforce. Easy access to resources enables employees to obtain the right level of support when they need it most.
AI-powered benefits platforms such as Alight Worklife® are helping organizations meet this challenge. Through a single front door experience, employees can seamlessly access a comprehensive range of mental health resources, from self-service tools and educational content to personalized guidance and referrals to qualified mental health professionals. By making benefits easier to navigate and support easier to access, employers can empower employees to confidently find the right care at the right time.
Alight's generative AI-powered benefits assistant further enhances the experience by enabling employees to ask questions in natural language and receive personalized answers, along with recommendations for the mental health resources and benefits available through their employer. For those who prefer a human connection, dedicated Health Pros provide personalized guidance and support tailored to each employee's unique situation.
Together, these digital and human capabilities create a seamless, integrated support experience that helps employees navigate their mental health and wellbeing needs across the entire benefits ecosystem, including leaves of absence. The result is a workforce that is empowered to proactively manage its emotional wellbeing, confidently access available resources and thrive both personally and professionally.
