Summary: Burnout, rust-out, and mental health stigma are costing organizations billions. This article explores how unmasking mental health at work creates safer, stronger, and more productive teams—especially during Mental Health Week in Canada, the UK, and the US.
We’ve all done it—walked into work, logged into Zoom, smiled, and said “I’m fine,” even when we’re absolutely not. Maybe we had a rough night, maybe our anxiety is through the roof, or maybe we’re just so burned out that even answering emails feels like climbing a mountain. But we show up anyway, mask firmly in place, because we think we have to.
This is the reality for millions of workers—and it’s exactly what Mental Health Awareness Week is asking us to change.
Across Canada (May 5–11), the UK (May 13–19), and throughout the month of May in the US, people are being encouraged to look beyond the surface. The theme for Mental Health Week 2025 in Canada says it perfectly: “Unmasking Mental Health.” It’s about breaking down the stigma, showing up as we are, and creating space for honesty and vulnerability—especially at work.
Mental health struggles are common, but too often hidden. At work, this silence comes at a cost—not just to individuals, but to teams, productivity, and business outcomes. The more we ignore it, the more damage we do. But if we start unmasking the truth about mental health—especially in our workplaces—we create healthier people, better leaders, and stronger organizations.
Why We Wear Masks at Work
It’s not hard to understand why people hide their mental health struggles at work. The fear is real. If you admit you’re struggling with anxiety, depression, or burnout, what happens? Will your manager think you can’t handle your job? Will your coworkers treat you differently? Will you be seen as weak?
Studies back this up. In one survey, up to 95% of employees said they would not tell their manager the real reason for taking a mental health day. They’d rather say they had the flu or even—yes—diarrhea than admit to a panic attack. As Rebecca Reed, a global workplace wellbeing consultant, joked on The State of Work Today podcast: “We’re more comfortable telling our managers we have diarrhea than that we have anxiety.”
It’s funny, but also sad—and completely true.
When mental health becomes something we have to hide, we carry extra weight. The mask gets heavier. And the longer we wear it, the more disconnected and isolated we feel.
Burnout Isn’t the Only Problem—Rust-Out Is Real Too
Most people know what burnout feels like: exhaustion, dread, zero motivation. But fewer people talk about rust-out—the opposite, but just as dangerous.
Burnout comes from having too much pressure and not enough support. Rust-out comes from having not enough challenge or purpose. It happens when people feel bored, undervalued, or stuck in meaningless work. And it can be just as damaging to mental health.
In the podcast, Rebecca explains it like this: “When you’re burned out, you know it. But rust-out is trickier. You might just feel itchy in your skin, like you’re disconnected, like nothing really matters. You start to disengage.”
Whether it’s burnout or rust-out, the signs are everywhere:
· People turning off their cameras in meetings
· Avoiding social interactions
· Losing motivation
· Increasing absenteeism—or worse, presenteeism (where people show up but get nothing done)
And while we tend to blame the individual—maybe they’re lazy, maybe they’re just not a “culture fit”—the truth is that this is a workplace problem, not a personal flaw.
The Hidden Cost of Doing Nothing
Companies often treat mental health like a side issue, or a nice-to-have. But the numbers say otherwise.
In the UK, poor mental health at work cost £51 billion last year. In the US, mental health challenges cost employers over \$200 billion annually in absenteeism, turnover, and lost productivity. In Canada, 70% of disability claims are related to mental health.
And yet, in many workplaces, mental health still gets pushed to the side.
“We hear things like, ‘We don’t have the budget for that right now,’ or ‘We’re too busy to focus on wellbeing,’” Rebecca says. “But that’s like saying, ‘I’m too busy to put oil in my car.’ Eventually, the engine stops.”
She’s right. Wellbeing isn’t an expense—it’s an investment. One study found that for every £1 spent on mental health initiatives, companies see a return of £4.30. That’s not fluff. That’s real savings.
1. Better mental health = lower turnover
2. Better mental health = higher engagement
3. Better mental health = stronger, more resilient teams
4. Ignoring mental health is expensive. Prioritizing it pays off.
The Manager Effect
Here’s a stat that should make any leader pause: One-third of workers say their manager is their biggest source of stress. And it’s not always because the manager is mean or toxic. In most cases, it’s because the manager simply hasn’t been trained to lead people well.
Think about it: we promote people into leadership roles because they’re good at their jobs—not because they’re good with people. Eighty-five percent of new managers receive no formal training. So they wing it. They repeat what they’ve seen from their own past managers. And sometimes, they do harm without realizing it.
Rebecca calls this “accidental management.” And when managers don’t have the tools to recognize stress, offer support, or create psychological safety, employees suffer—and so does the team.
But the good news is that this can be fixed. Training managers in mental health awareness, stress management, and empathetic leadership doesn’t just support employees—it takes pressure off managers too. Everyone wins.
What Real Support Looks Like
So what should companies do?
Here’s what Rebecca recommends:
1. Train Mental Health First Aiders
These aren’t therapists, but trained employees who know how to spot early signs of stress and guide coworkers toward the right resources. Think of them like first responders—only for mental health.
In the UK, more and more companies are adopting this model. At clothing retailer Barbour, over 70 staff members have been trained as mental health champions. It’s created a culture where support is visible, normalized, and proactive.
2. Build Psychological Safety
People need to feel safe speaking up—not just about ideas or mistakes, but about how they’re really doing. That doesn’t happen by accident. It takes consistent leadership.
Managers can help by:
· Encouraging honest conversations
· Asking how people really are in one-on-ones
· Making space for people to challenge or question ideas
· Sharing their own experiences, when appropriate
When leaders model vulnerability, it creates a ripple effect. People start to believe it’s safe to unmask.
3. Understand the Pressure Curve
Rebecca talks about the “pressure-performance curve”—a simple framework that helps teams recognize the balance between not enough challenge (rust-out), optimal challenge (wellbeing sweet spot), and too much challenge (burnout).
This is something managers can talk through with employees. Ask:
· What does it look like when you’re thriving?
· How do you act when you’re starting to burn out?
· What are the signs that you’re not being challenged enough?
Having a shared language makes these conversations easier and more productive.
Everyday Actions That Help
It’s not just about big programs. Small actions matter too.
Try this:
· Start meetings by asking, “How’s everyone feeling today?”
· Don’t cancel one-on-ones. They’re a lifeline for many employees.
· Notice when someone goes quiet—and check in
· Offer flexible work options where possible
· Normalize using benefits like EAPs (Employee Assistance Programs)
· Encourage people to take real breaks—no shame, no guilt
And if you’re an employee reading this—know that it’s okay to be honest. You don’t have to carry everything alone. You’re not weak for feeling overwhelmed. You’re human.
It's Time to Unmask
This Mental Health Awareness Week, the message is clear: It’s time to take off the mask.
The more we pretend, the worse things get. But when we speak honestly, when we support each other, when we build workplaces where it’s safe to be human—everything changes.
We get more engaged employees. We get better leaders. We get stronger organizations.
But most importantly, we get healthier people.
Let’s stop asking employees to choose between their job and their wellbeing. Let’s create spaces where people don’t have to hide.
Because unmasking mental health isn’t just good for business—it’s the right thing to do.
Interested in learning more?
Listen to my full conversation with Rebecca Reed on The State of Work Today. We talk about burnout, rust-out, workplace culture, and practical ways leaders can support mental health at work.
Because showing up shouldn't mean shutting down.
