Over 65% of employees feel a lack of care for their mental health

In a world where mental health is recognized as a key component of a sustainable career and a productive work environment, the results of our recent survey raise serious questions about the commitment of companies in Bulgaria to employees' mental well-being.

We posed the question:
“What mental health care practices are employees providing in your company?“

 

The results show:

🟩 “We have a psychologist when needed” – 12%

Only 12% of respondents share that they have access to a psychologist when needed. This is a relatively low percentage, but at least it shows that certain companies have flexible resources that can be activated in serious problems or crisis situations.

This approach is better than a complete lack of support, but it is still reactive rather than preventive. Providing support only when needed is often too late – when problems have already deepened.

 

🟨 “We have a psychologist constantly” – 7%

Only 7% of employees have a permanent psychologist available. This is the lowest value among all responses, but at the same time, it is the most valuable practice.

The constant presence of a mental health specialist in the structure of a company is a sign of high organizational maturity. This allows for regular prevention, building trust, and a culture of openness that can reduce turnover, burnout, and internal conflicts.

 

🟦 “We have feedback surveys” – 15%

About 15% of participants indicate that their companies use feedback through surveys – a relatively common but passive approach.

Surveys are a useful tool if:

• they are conducted regularly;
• they are anonymous;
• the results are analyzed and lead to real actions.

The problem is that in many organizations they remain formal – they are filled out without any subsequent real change.

 

🟥 “My company does not care” – 66%

The most concerning result is when two-thirds (66%) of employees say that their employer does not care at all about their mental health.

This is a clear indicator that despite the growing awareness of the importance of mental care, companies are largely neglecting this aspect. This not only worsens the work environment but also poses risks for:

• increased stress and burnout;
• high turnover;
• decreased productivity;
• lower employer image.

 

📌 What conclusions can we make?

1. There is a huge gap between the needs of employees and the actions of employers.

The results clearly show that employees expect support, but receive it rarely. It is time for companies to stop seeing mental health as a personal problem of the employee and to perceive it as a strategic priority.

2. Caring for mental health does not only mean providing a psychologist.

Good policy includes:

• stress management training;
• balanced workload;
• clear communication and leadership support;
• a culture of openness and trust.

3. Investing in mental health pays off.

Studies show that every lev invested in mental health leads to a return of 4-6 leva in the form of lower sick leave costs, higher productivity, and more loyal employees.

 

✅ Recommendations for employers:

1. Start with small, but consistent steps. Even regular surveys and seminars are better than a complete lack of action.
2. Provide opportunities for anonymous support. Online sessions with a psychologist, access to external resources or platforms can be effective.
3. Train your managers. The line between “strict manager” and “toxic manager” often depends on awareness and the ability to recognize signs of overload.
4. Integrate mental health into the culture. When emotional states are openly discussed, employees feel safe and understood.

 

🔚 Conclusion: It is time to move from indifference to engagement

In a world of dynamics, uncertainty, and increasingly growing demands on employees, mental health is not an 'added value', but a foundation.
If 66% of people feel that no one cares for them in the work environment, this is not a problem of individuals – it is a systemic failure.

Let this survey be a reminder: talking about mental health is important. Acting – even more important.