During this Mental Health Month, Heléne Vermaak, Managing Director of The Human Edge, emphasizes the need for organizations to move beyond traditional wellness programs and evaluate whether employees feel secure enough to express concerns. According to the South African Depression and Anxiety Group’s (SADAG) Working Life Survey, conducted in 2024 with 963 employees, 52% reported a mental health diagnosis, while 75% thought about work outside of working hours, and 61% wished they could leave their jobs.

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Vermaak highlights the critical issue of whether employees feel comfortable discussing their experiences. A 2025 study on mental health in the workplace at a South African university revealed that only 28% of employees felt at ease disclosing mental health issues to colleagues. "Psychological safety is vital in the conversation about workplace mental health," she states.

Workplace wellbeing extends beyond merely assisting those in distress. Vermaak stresses the importance of creating environments where individuals can express feelings of being overwhelmed, request help, or voice disagreements without fear. Psychological safety allows team members to speak frankly, raise concerns, or acknowledge mistakes without worrying about repercussions.

"Some crucial workplace conversations are inherently uncomfortable," Vermaak adds. Feedback, challenging a manager, or admitting errors can create discomfort, but the objective is to establish enough safety for individuals to engage in these discussions.

Vermaak warns leaders against mistaking silence for satisfaction. Employees may opt for silence out of concern for being viewed as negative or incompetent. Each time someone voices a concern, it influences others’ willingness to do the same.

To foster psychological safety, leaders are encouraged to adopt specific behaviors. The Human Edge recommends:

- Inviting diverse opinions and asking what might be overlooked.

- Managing initial reactions, as defensiveness can discourage open communication.

- Encouraging mistake admission focused on understanding rather than blame.

- Differentiating between disagreement and disrespect, fostering healthy discussions.

- Being vigilant for silence, recognizing when team members cease to contribute.

Psychological safety carries a dual responsibility. Employees must also learn to approach difficult discussions constructively and listen to opposing views.

Vermaak invites interested parties to join a free webinar on "Reclaiming Psychological Safety" on Tuesday, 13th October at 11 am, where she and Dr. Khosi Jiyane will discuss practical aspects of fostering psychological safety and dispel workplace misconceptions.

"An open-door policy is ineffective if employees feel unsafe approaching it," Vermaak advises. For this Mental Health Month, leaders should reconsider: "What conversations are currently too daunting for our employees?" The answers to this question could reveal much about the overall health of the organization. Vermaak concludes that enabling candid discussions can be one of the most impactful actions an organization can take for its employees.