Key findings
- Limited comprehensive support: Despite 100% of companies communicating about mental health programs, only 7% of employees feel they have truly comprehensive support resources.
- Obstacles to inclusive hiring: For companies that have yet to employ individuals with mental health conditions, barriers include a lack of awareness (33%) and low adaptability among management (28%).
- Leadership preparedness: Executive training is also below the regional average (67%), with only 48% of Filipino organizations equipping managers to lead mental health initiatives effectively.
Employers in Singapore are falling behind their regional counterparts when it comes to mental health awareness and support, and unwittingly perpetuating stigma and discrimination, according to a new report by Intellect.
The report said nearly half (45%) of Singaporean employers are hesitant to ‘actively employ’ individuals with mental health conditions, while 26% are unsure whether their companies ‘actively employ’ such individuals, higher than the regional average.
In contrast, smaller Southeast Asian markets, including Vietnam (86%), Thailand (87%) and the Philippines (65%) lead the region in actively hiring individuals with mental health conditions.
ASEAN Workplace Wellbeing 2024 Report
The ASEAN Workplace Wellbeing 2024 Report was conducted by leading regional mental health care company Intellect and surveyed 585 HR professionals across Southeast Asia in 2024.
The report aims to understand current workplace wellbeing practices, awareness, resource accessibility, and stakeholder opinions within the private sector across ASEAN.
This research study found that while many organizations have implemented mental health literacy and awareness programs, gaps remain – particularly in hiring individuals with mental health conditions.
The report also highlights the need for comprehensive training, accessible resources, and stronger organizational support to address these challenges.
Positive shift across ASEAN organizations in prioritizing change management practices over simply providing well-being services and support
There has been a positive focus on how ASEAN organizations improve mental health and wellbeing management, beyond simply providing services and support. Human Resources (HR) professionals are reportedly prioritizing communication on mental health and neurodiversity inclusion (56%) and training managers on mental health literacy (56%), reflecting a shift toward change management practices and evolving well-being programs to address emerging challenges.
Persistent gaps in inclusive hiring despite rollout of mental health initiatives and leadership training across organizations
According to the report, the majority of organizations (65%) across the region have introduced mental health literacy and awareness training for employees, while three in five (60%) have implemented wellbeing policies and practices aimed at improving employee welfare. While these numbers suggest progress, the scope of mental health resources and their impact varies significantly across countries.
Organizations in Singapore claim to have the highest rate of inclusive hiring policies (89%) and workplace/physical environment adjustments (78%) compared to the regional average (60% and 68% respectively), but nearly half of employers (45%) hesitate to hire individuals facing mental health challenges.
This disconnect underscores a critical gap between policy implementation and practical outcomes in fostering truly inclusive workplaces.
Breakdown of organizations who actively hire individuals with mental health conditions
In Singapore, employers are guided by the Tripartite Guidelines on Fair Employment Practices (TGFEP), which discourages asking job applicants to disclose personal information – including mental health conditions – unless it directly relates to the job.
This may account for some of the data as to why many Singaporean employers don’t ‘actively hire’ those struggling with mental health conditions, which noted that non-disclosure practices are the main reasons (67%) that they do not actively hire these individuals. However, the survey also found key obstacles in hiring individuals with mental health conditions in Singapore included limited mental health awareness (24%), negative employee attitudes (10%), and management’s reluctance to accommodate flexible working conditions (5%).
Theodoric Chew, co-founder and CEO of Intellect said: “While Singapore rightfully restricts employers from asking specific questions around the mental health of candidates, our findings indicate there remains a significant gap in both awareness and willingness to accommodate employees with mental health challenges. Workplaces play a very important role in dismantling the stigma surrounding mental health – and given that 17% of Singaporeans suffer from poor mental health, it’s imperative that hirers and leaders understand the need to integrate mental health support across the business.”
“In fact, the ongoing development of the Guidelines on Providing Support for Employees with and at-risk of Mental Health Conditions by Workplace Safety and Health (WSH) Council, calling for stronger return-to-office support for employees with mental conditions is a step in the right direction. Ultimately, by providing proper training, flexible work policies, and easily accessible mental health resources, employers can shift this conversation away from being something that is taboo, thus improving both hiring practices and workplace wellbeing,” he added.
The lack of robust mental health support in ASEAN, and the resulting low levels of employee engagement
Across Southeast Asia, organizations reported having access to various mental health resources through their Employee Assistance Programmes (EAP). These include mental health personnel like coaches or counselors (63%), digital mental health support (50%), helplines (38%), and crisis support (34%). While organizations in Thailand lead Southeast Asia in offering more comprehensive mental health programs to employees (23%), there remains significant room for improvement throughout the region.
In Singapore, less than one in five (15%) of HR professionals report that their companies offer comprehensive mental health resources. The challenge is further compounded by alarmingly low employee engagement with available mental health services. While more than nine in 10 (93%) Singaporean companies communicate mental health programs to their staff, less than one in 10 (5%) employees actively engage with these services—a rate far below the regional average of 47%.
By comparison, Vietnam (85%), Thailand (63%), and the Philippines (49%) see significantly higher participation, highlighting the stark contrast in workplace mental health engagement across Southeast Asia.
How companies can overcome the challenges in championing organisational-wide support for mental health initiatives across ASEAN
A comprehensive range of solutions implies selecting all of the following mental health services: Helpline, Crisis support, Digital mental health support, Mental health personnel.
The report also reveals significant challenges in the implementation of effective mental health policies across ASEAN countries.
While the majority of organizations have made strides to improve mental health literacy (65%) and have introduced wellbeing policies (60%), in Singapore, less than one in four (24%) organizations provide proactive day-to-day mental health support.
To enhance inclusive hiring and supportive practices in the workplace, it is critical that leaders, HR professionals and employees are empowered to support organisational-wide efforts.
According to the World Health Organisation, organizations should provide training for recruiters and hiring managers on how to effectively assess and accommodate candidates with diverse needs.
HR professionals must ensure that mental health resources are not only readily available but also accessible and tailored to meet employees’ needs. Additionally, corporate symmetrical communication—where organizations listen and respond to employee concerns—can significantly improve engagement with mental health resources and drive overall effectiveness.
“As Singapore shifts the responsibility of mental health care from hospitals to the community to widen the number of touch points for those in need, workplaces play a critical role in providing essential mental health support. To foster truly supportive environments, leaders and HR professionals need to go beyond offering resources, they must champion organization-wide efforts in a way that meets the needs of the organization and its employees,” Chew said.
“Training programs like Mental Health First AidTM can empower managers and employees to handle conversations about mental health more sensitively, promoting the hiring of individuals with mental health conditions. With this report, employers and human resources professionals now have access to a wealth of employee data insights across the region, to make strategic and data-driven recommendations for overall organizational success,” he added.
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