As workforce stress climbs and employee expectations evolve, corporate concern for mental health appears to be slipping. In 2024, the American Psychological Association (APA) reported that more than 77% of workers experienced work-related stress, with nearly 3 in 5 describing negative impacts on their mental health. Additionally, 92% of employees indicated that it is very or somewhat important to work for an organization that values their emotional and psychological well-being, according to a 2023 study from the APA.
Yet, concern among HR leaders appears to be declining. According the 2024–2025 HRO Today CHRO Survey, sponsored by Hudson RPO, finds that concern for employee mental health has fallen significantly, dropping out of the top 5 priorities across North America and EMEA.
This disconnect raises a critical question: Is corporate wellness experiencing fatigue, or are we underestimating the sustained impact of mental health on performance, engagement, and retention?
Forbes recently did an article that stated, 66% of American employees are experiencing some sort of burnout in 2025, while 80% of the workforce will face burnout from workload and/or financial strain in the next year. These numbers don’t lie. Employees are still struggling, whether or not leadership acknowledges it.
As “mental health” shifts from a pandemic-era buzzword to background noise, organizations risk reverting to surface-level solutions. Yoga apps, monthly webinars, or free snacks are no longer cutting it. Employees are demanding structural changes, not superficial perks.
Despite the clear employee mandate, the CHRO survey reveals an emerging misalignment:
Meanwhile, burnout among HR professionals themselves is now the number 1 internal concern, with 41% of CHROs “extremely” or “very” concerned about fatigue across their departments. This concern is more acute in EMEA (52%) than in North America (38%).
“We are seeing a troubling trend where support structures are stretched thin. HR teams are overwhelmed, senior leaders are underprepared, and wellness is deprioritized at precisely the wrong time.”
Traditional wellness perks no longer meet today’s needs. While engagement activities and time-off reminders still matter, leading organizations are shifting toward policy-driven changes that address systemic burnout. Companies seeing meaningful outcomes are integrating mental health into:.
Instead of “adding” programs, some companies are rethinking the employee experience altogether. Successful strategies include:
It’s time for HR leaders to reconcile the fading focus on mental health with the unyielding pressure employees continue to face. While corporate concern may be declining, the need for structured, scalable mental health strategies is not.
“You cannot solve burnout with a wellness app. You solve it by changing the way people work.”
Here’s how CHROs and leadership teams can close the gap between wellness fatigue and workplace reality:
Mental health can no longer be seen as a “soft” issue, rather it’s a strategic imperative tied to performance, retention, and employer brand. If your CHRO priorities don’t reflect what 92% of your workforce values most—mental well-being and psychological safety—then you’re not just misaligned. You’re at risk.
Whether you’re facing talent shortages, overwhelmed HR teams, or outdated processes, Hudson provides practical, scalable solutions to build a healthier, high-performing workforce:
It’s time to move beyond wellness as a perk and treat it as a cornerstone of your workplace design. Let Hudson RPO help you create an environment where mental health isn’t just acknowledged—it’s actively supported.
Let us help you build a workplace where wellness isn’t a trend—it’s your competitive advantage.
To read more, download the full Hudson RPO sponsored report, 2025 HRO Today Annual Top Concerns of CHROs.
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