Training for Mental Health: Why L&D Must Lead the Way

May is Mental Health Awareness Month — and for learning and development (L&D) leaders, it’s a powerful reminder that employee well-being and employee learning are deeply connected.

Today’s workplaces are facing a mental health crisis: nearly 76% of U.S. workers report at least one symptom of a mental health condition, according to Mind Share Partners' 2023 Mental Health at Work Report. As stress and burnout rise, so do the costs in lost productivity, absenteeism, and turnover.

But here’s the good news: L&D teams are uniquely positioned to make a difference. By building mental health support into training programs, L&D can help create healthier, more resilient, and more engaged workplaces.

L&D’s Role in Promoting Mental Health

Learning leaders are already experts at building skills, shaping culture, and driving change. Integrating mental health initiatives is a natural extension of this mission. Some key opportunities include:

Embedding Mental Health into Leadership Training

Managers are often the first line of defense when it comes to recognizing and supporting team members' mental health. Leadership training programs can include modules on psychological safety, active listening, and compassionate leadership. (Check out this guide on how managers impact workplace well-being.)

Offering Skills-Based Resilience Training

Resilience isn’t just an innate trait — it’s a skill that can be taught and strengthened. Programs on stress management, emotional intelligence, and mindfulness help employees handle challenges more effectively.

Normalizing Conversations about Mental Health

Learning programs can play a major role in destigmatizing mental health issues. Workshops, webinars, and even microlearning modules that address mental health topics openly show that your organization values well-being, not just performance.

Why It Matters: The Business Case

Prioritizing mental health isn’t just a “nice to have” — it’s a business imperative. Studies show that companies that invest in mental health training see a 400% return on investment through reduced absenteeism, presenteeism, and turnover.

Moreover, learning experiences that incorporate mental health principles lead to better knowledge retention and application. When employees feel supported, they are more present, more motivated, and better equipped to put what they've learned into action.

Practical Steps for L&D Teams

Ready to start? Here are a few actions to take this month (and beyond):

• Audit your existing programs: Look for opportunities to integrate well-being topics into leadership, onboarding, and professional skills training.

• Partner with HR and EAPs (Employee Assistance Programs): Align learning initiatives with existing mental health resources.

• Offer on-demand resources: Short modules on stress management or mental health literacy can be a low-barrier way to provide ongoing support.

• Train the trainers: Ensure facilitators and coaches are equipped to handle sensitive topics with care.

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Mental health awareness shouldn’t be limited to one month a year — it should be part of the learning culture you build every day. As L&D and Ops managers, you have the tools and influence to lead the way toward healthier workplaces. The time to start is now.

Curious about creating a mental health training initiative at your workplace? Sign up for a free consultation.