Best Workplaces, Caring , Employee Well-being
Here’s what the Fortune 100 Best Companies to Work For are doing this year.
October 10 is World Mental Health Day, arriving this year amid a backdrop of rising anxiety in the workplace.
One in three American workers say their anxiety level makes it harder for them to focus or be productive, per a survey from Burson, a communications firm. Nearly four in 10 (38%) say it makes them less willing to go above and beyond.
In the short term, higher anxiety drives a surge of productivity as workers put in extra hours to try and reclaim some stability. That higher performance, when fueled by fear, is unsustainable and is quickly followed by quitting or failure, Burson says.
AI isn’t helping.
Almost three in 10 (27%) of U.S. workers say they are worried about their job becoming obsolete because of technology, per Gallup. Almost three-quarters (74%) of respondents to another survey said they were more worried about becoming too dependent on AI, rather than falling behind on adoption.
What great workplaces should do
The mental health concerns facing U.S. companies require a robust and active response. Companies like the Fortune 100 Best Companies to Work For® are taking matters into their own hands.
Here are some examples of how they are working to address mental health in the American workforce:
1. Provide dedicated support for caregivers
Caregivers have higher rates of anxiety, depression and other health issues, making support for this group a key element of any effort to address mental health.
Companies like Atlassian are expanding their support for working parents through programs like a partnership with Parentaly, which gives one-on-one career coaching to employees as they transition to and from parental leave. Schneider Electric supports working families through company-subsidized backup care for children, adults, and pets, as well as paid parental leave available from day one of employment.
These companies also provide support for fertility treatments and try to account for the many different ways caregiving can create stress or financial burdens for employees.
The important thing is to meet employees where they are and listen for the support they ask for. You can’t anticipate every potential challenge an employee will face, but you can meet every request with generosity and a commitment to offer as much support as possible.
2. Protect downtime for employees
Taking time off is proven to help workers recover from stress and improve their well-being, according to the American Psychological Association. That’s why many companies point to dedicated downtime as part of their strategy for improving mental health.
Cadence Design Systems offers employees “recharge days” — predesignated, companywide days off. The program is one of its employee's favorite perks as mentioned in its Great Place To Work® annual survey.
Workiva and Texas Health Resources also offer extra well-being days outside the traditional paid time off (PTO) allotment.
3. Extend mental health support to families and dependents
Your workers aren’t just dealing with their own mental health. If someone in their family is struggling, that could also affect their ability to be their best at work.
Companies like Calix offer free access to tools like Unmind for employees and eligible family members. Schneider Electric provides employees and members of their household with up to eight free therapy and/or coaching sessions annually through Spring Health.
4. Pay attention to grief
It’s common for people experiencing grief to have chronic stress, which can lead to a variety of mental health complications from anxiety to panic attacks.
Some of the 100 Best offer specific support for employees working through grief. Credit Acceptance began offering quarterly grief sessions in direct response to employee feedback asking for additional support. Hackensack Meridian, a comprehensive health network, launched monthly grief support sessions led by licensed clinicians. The health system also introduced PAWS (Pets as Wellbeing Supporters) to provide comfort and reduce stress for employees at work.
5. Boost connectivity
Loneliness has tangible negative effects on well-being in the workplace. For leaders, that suggests there are real benefits to increasing connection across your organization.
The 100 Best do this in both formal and informal ways. Grainger expanded its mentor-mentee matching program in 2025, which it hopes will have a measurable impact on job satisfaction and retention in employee survey results. In 2025, Walker & Dunlop increased in-office social gatherings by 124% year-over-year, while also bringing employees together at its All Company Retreat.
The company says these efforts are contributing to stronger employee engagement and reflect its belief that well-being is “just as much about belonging as it is about benefits.”
Navy Federal Credit Union takes a holistic approach to team member well-being through seven Wellness Dimensions, each supported by a range of resources. Mental well-being is one of these dimensions, with support that includes our Employee Assistance Program, where employees can access therapy and coaching, as well as monthly webinars, on-demand content, and additional resources.
6. Invest in great people leaders
Employees were more likely to say their manager impacts their mental health (69%) than their doctor (51%) or therapist (41%), per a UKG survey.
That’s why the best workplaces are deeply committed to leadership development. Hackensack Meridian Health implemented training for leaders in 2026 to help them identify stress in their teams and in themselves, with guidance on connecting to resources across the organization.
At Navy Federal Credit Union, external speakers coached leaders on best practices for creating psychological safety and collecting candid employee feedback. Those trainings were reinforced through a revamped performance management process that set fresh expectations for employees and leaders on how to share and respond to feedback.
Tri Pointe Homes invests in leadership development focused on emotional intelligence, resilience, and practical ways to support team members. Its senior leadership retreat included a GRIT workshop exploring passion, perseverance, and resilience—and how leaders can apply these ideas to navigate challenges thoughtfully and support their teams through change.
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