Mental health at work isn’t a once-a-year conversation, but May is a powerful reminder to make it one worth having out loud. As Mental Health Awareness Month returns, forward-thinking companies are going beyond the performative and investing in meaningful, sustained support for their people.
In this feature, we asked employers to share how they’re recognizing Mental Health Awareness Month this May and how they’re showing up for their employees the other eleven months of the year. From company-wide campaigns and educational programming to always-on resources and intentional community-building, these organizations are proving that a mentally healthy workplace isn’t a perk, it’s a priority.
Here’s what companies leading the way had to say.
How does your company plan to recognize and promote Mental Health Awareness Month this May?
During Mental Health Awareness Month, First Advantage offers an internal series of events and activities to support team member well-being. Inspired by Mental Health America’s More Good Days, Together campaign, the organization is encouraging employees to reflect on what brings joy into their lives and participate in work activations that support their mental health. Globalizing the idea of having more good days together also correlates with the company’s core value of teamwork, which reinforces the idea that company values are embedded throughout the planning processes for events related to their workplace culture.
The Mental Health Awareness Month campaign is coordinated by the company’s Communications and Employee Experience team and features educational webinars, opportunities to build connections and grow professional networks, and more. The ultimate goal is to inspire employees to be authentic and practice integrity. By doing so, they can build trust and cultivate genuine connections with colleagues, creating more opportunities for more good days through community.
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
The Mental Health Awareness campaign is launching at a pivotal time for First Advantage. The company recently launched a new Global Employee Assistance Provider (EAP) program for their team members and invited employees to share their overall sentiments through a Global Employee Engagement Survey. Tracking well-being and engagement is a priority not just during the month of May, but throughout the entire year. For example, the company holds a Monthly Mindfulness Session, allowing
employees to pause and reflect on their well-being before focusing on their daily tasks.
These are just a few key components of the company’s well-being structure and contribute to building belonging and psychological safety for First Advantage employees.
Check out First Advantage’s careers page here!
How does your company plan to recognize and promote Mental Health Awareness Month this May?
For Mental Health Awareness Month, we’re keeping the focus on simple, consistent communication to remind employees of the resources available to them and encourage them to prioritize their well-being. Throughout May, we’ll share tips and reminders around mental health and reinforce the importance of taking time to recharge, including using PTO. We’ll also highlight that employees enrolled in our medical plans have access to $0 cost-share behavioral health services when seeing in-network providers, helping make care more accessible.
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
Supporting mental health is something we focus on year-round. We offer an Employee Assistance Program (EAP) that provides up to five free, confidential counseling sessions per issue for employees and their household members. For those enrolled in our medical plans, behavioral health services are covered at $0 cost when using in-network providers, and employees also have access to the Calm Health app for additional support.
We also provide six sick days each year, which can be used for both physical and mental health needs, as well as eight weeks of parental leave to support employees and their families during major life moments. We make a point to regularly communicate these resources so employees know what’s available and feel comfortable using them.
Check out Invitation Homes’ careers page here!
How does your company plan to recognize and promote Mental Health Awareness Month this May?
Beacon Hill is committed to fostering a workplace where mental health is prioritized every day, and Mental Health Awareness Month gives us an opportunity to amplify that commitment. Each May, we host an interactive session in collaboration with Lyra Health, designed to spark open conversations and share practical strategies for well-being. Our goal is always to create a supportive environment where employees feel empowered to care for themselves and for one another.
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
Mental health isn’t a one-month initiative. It’s a year-round priority. Through our partnership with Lyra Health, employees have access to confidential therapy, coaching and a wide range of self-care resources. We make these tools easy to find and regularly highlight them in internal communications, ensuring every team member knows support is always available.
Check out Beacon Hill’s careers page here!
How does your company plan to recognize and promote Mental Health Awareness Month this May?
Throughout Mental Health Awareness Month we continue to build on the momentum we established in the first quarter. We’re offering a series of events and challenges focused on mental health, resilience, psychological safety, and supporting one another at work.
Topics include:
Keeping Your Sanity Amid Info Overload in 2026 with Grokker
More Than Awareness: Taking Action on Your Mental Health with our Chief Medical Officer and Unmind.com
May Calm-Cast: Resilience Basics: Break the Mental Barriers Holding You Back
Inclusion, Psychological Safety, and Open Reporting: Preventing Breakdowns in Trust and Respect Lead with Care: Feeling Supported as a People Leader
21 Days to Less Stress Challenge with MeQ
These offerings are part of our ongoing commitment to creating a healthier, more supportive environment for everyone.
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
This year we decided to invest in a new approach to mental health prevention for our employees, specifically addressing some of the contributing factors to stress, and risk of burnout in a preventive manner. In March we launched The Energy of Care Program – including a new mental health coaching and therapy platform called Unmind.com. Partnering with Unmind, makes it easier for our employees to access care, problem solving, and choosing a therapist who suits their unique needs. It also offers a suite of digital tools including an AI based coach – trained as a counsellor who can provide non-medical support to employees in real time.
In April we held over 600 People Leader standdowns focused on wellbeing, with thousands of employees in attendance to discuss physical, mental and emotional wellbeing. Later this year, we will work with all of our GE Vernova sites to identify and train Mental Health First Aiders., as well as introduce our new Fatigue Management Standard.
At the heart of our strategy is the GE Vernova Mental Health Framework which aims to keep the employee as the central focus. Globally, we offer 24/7 traditional EAP services with access to private counselling for support; a suite of mental health services includingUnmind.com for therapy; Grokker, Calm and MeQ as applications with a focus on holistic wellbeing, and unique wellbeing training opportunities for both managers and employees.
Check out GE Vernova’s careers page here!
How does your company plan to recognize and promote Mental Health Awareness Month this May?
At the DriveTime Family of Brands, wellness is at the center of everything we do. This May, we’re empowering our employees across the nation to prioritize mindfulness and wellbeing with a variety of engagement opportunities that best suit their needs.
With a targeted approach guiding team members through the benefits of calm, focus, clearing clutter, and release, each opportunity offers a way to reset and center their mental health. These activities include our virtual mindfulness challenge, inviting employees to set a goal and dedicate a few minutes to a wellness activity every day, whether that’s walking, breathing, yoga, or any other practice. Our virtual Watch Party featuring our leaders and wellness experts sets aside time for our employees to hear more about practicing empathy, connection, and balancing self-care. And with the help of onsite and virtual meditation opportunities, brain breaks providing time to pause and relax, weekly journal prompts for thought exercises, and creative craft activities, we’re spending this month providing accessible ways to pause, process, and reset—no matter where our team members are based.
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
Behind our mission to create opportunities and improve lives are the individuals making it happen every day. We understand that our wellbeing resources are a core part of our team members’ health journeys and remain committed to being a pillar of support all year long. With our partnership to several wellness organizations, including Personify Health, LifeGuides, and ComPsych, our employee population can access personalized, guided care whenever and how they need it. These resources are communicated through multiple channels via email, our internal communications platform, and with the help of our leadership teams in regular huddles and conversations.
Through gamified approaches like ways to connect with team members in our virtual wellness challenges or utilizing the expertise of wellness experts in targeted learning and development webinars, we go the extra mile to ensure that our employees are not only aware of the services available to them, but experience the benefits of it in real-time. Whether welcoming a new chapter in life, navigating through challenge, or searching for everyday support, we ensure that our team members have a net of support and guidance, no matter the circumstance.
Check out Drivetime’s careers page here!
How does your company plan to recognize and promote Mental Health Awareness Month this May?
At LexisNexis Risk Solutions we recognize that good mental health and wellbeing are essential to helping our people feel supported, connected and able to thrive at work.
During Mental Health Awareness Month, we focus on raising awareness, encouraging open conversations, and advertising to colleagues about the support already available across our businesses. We host several activities throughout the month, as well as encourage our colleagues to focus on their own mental health, check in on each other and use practical tools and resources to manage stress and wellbeing at work and at home.
In May, as well as throughout year, we are offer sessions on:
• Practical Strategies to support your mental health wellbeing
• Grief at Work and Beyond: Understanding Bereavement
• In the Clinic: Today’s appointment – Anxiety
• Beyond Burnout: Hit reset and Reclaim your Energy
• Understanding Stress in Real-World Contexts
• Finding greater ease by settling your nervous system
• How to Boost Your Focus in a World of Distraction
What ongoing mental health resources and support does your organization provide to employees throughout the year, and how do you ensure these resources are accessible and well-communicated?
Mental Health Awareness Month is about visibility, conversation and access, shining a light on the support we already offer, encouraging learning, and reinforcing that mental health is a shared responsibility across the business.
We have over 50 committed global Mental Health First Responders and 12 Menopause Mentors, fully trained employees who help their colleagues.
Through our Employee Assistance Program, our employees and their families, have confidential access to a wide range of health and wellbeing services and expert advice, designed to help them deal with any questions, problems or concerns that arise in their personal or work life, including free counselling for emotional and psychological support.
We offer two apps to our employees for free: Headspace and Hapstar. Headspace aids day to day mental health and sleep patterns, and Hapstar allow our employees to do a deep dive into their own mental and physical health, and directly access our in-house resources.
And finally we have a large bank of mental health resources, with over a decade of recorded videos and webinars, resources and signposting to help our employees access the best support they can.
Our mental health resources are designed to ensure support is visible, accessible and available.