Mental well-being under pressure: 23,000 files in 2024

9% more psychosocial files

In 2024, external prevention services handled 23,813 psychosocial cases. This is revealed by figures from Co-Prev, the industry association of External Services for Prevention and Protection at Work. That figure represents a whopping increase of 9% compared to 2023.

Most cases are about collaboration issues:

• 60% is about conflicts

• 28% is about bullying

• 9% is about violence

• 3% is about sexual harassment

In addition, 4,670 cases were recorded about stress and burnout. Together, these figures paint a painful reality: psychological problems are pervasive in the workplace.

Mental problems minimised too often

It is also striking that the majority of files (94%) are closed after one informal conversation. This can be a good sign: accessible, quick support works. But it may also indicate a barrier to asking for more help in difficult situations.

And that is where the cracks start to show. For example, research shows that 10% of employees or more experience psychosocial problems, yet less than 1% effectively reach an external prevention service that can provide the necessary help.

The reason: employees and employers do not know or do not know enough about how their external service or welfare partner can help. A culture of minimisation is at play as well: 'it will pass' or 'it's not that bad'. A lack of trust also plays a role. Employees are afraid of the consequences if they get 'stuck' in a conflict or mental problem.

Investing in a culture of trust and openness is crucial to bring about change in this regard.

Koen van Hulst, mental well-being expert at Mensura: “Organisations that commit to an open culture, take responsibility, hold each other accountable for behaviour and train managers to recognise signals are better armed against escalation. This applies to bullying as well as other mental issues.”

How do you put mental well-being at the top of the agenda?

The Co-Prev report formulates three clear recommendations. They align perfectly with what Mensura finds effective in practice.

1. The sooner you take action, the better

Do not wait for an employee who is struggling mentally to come knocking on your door. The sooner you notice or know that an employee is not feeling well, the sooner you can start a conversation. This reduces the risk of escalation and potential absenteeism. Make sure your people know who the persons of trust and prevention advisers are and how to reach them. Put up the contact details in a visible place and talk about it during team moments. As a manager, schedule enough moments of contact so that you know what is going on, and employees feel comfortable enough to share something if needed.

💡TIP: On MyMensura you will find a practical poster to complete all contact details. Go to standard documents > Internal and external service > Contact sheet. (Only available in Dutch or French)

2. Knowledge is the key to change

Do not consider risk assessments and training as something that just needs to be done. The more knowledge employees and managers have about mental well-being and resilience, the easier it becomes to talk about it openly.

3. Dare to be critical of your current process

If several similar cases in your organisation are closed after one conversation, you should dare to look beyond that. Ask your prevention adviser(s) to identify structural issues and formulate a plan to address problems.

How Mensura helps

As a well-being partner, Mensura helps you address psychosocial well-being structurally and preventively. We do this through training, questioning and coaching, among other things. We aim for well-being wins together.