How to improve mental health in the workplace : 10 insights from a seasoned professional

This year’s World Mental Health Day theme, "Mental Health in the Workplace", has brought even more attention to the growing conversation around workplace wellbeing. While many companies are taking steps to prioritize employee well-being, the experience of workplace mental health support can vary greatly depending on company size, industry, and even the country you work in.

In this Q&A, we sit down with Raymond Suen, brain feed’s commercial management accountant who has unique insights into mental health across different work cultures. Having worked in both the UK and Hong Kong, and experienced the contrasting environments of large corporations and small-to-medium enterprises (SMEs), they offer a valuable perspective on how different factors shape the way businesses approach mental health at work. 

Q. Tell us about your previous places of work, the teams you worked with and what you did?

A. My first job was as a tax consultant at KPMG Hong Kong, where I worked for nearly three years. In my first year, I was part of a team of over 50 colleagues in the personal tax department, primarily responsible for preparing personal tax returns for clients. In my second year, I rotated to the transfer pricing team, working alongside more than 20 colleagues. There, I assisted large multinational enterprises in complying with tax regulations and planning their intercompany transactions. During my third year, I was promoted to Assistant Manager, where I focused on client management and supervising junior colleagues.

After leaving KPMG, I joined another multinational enterprise at its Hong Kong headquarters as an Accountant, where I worked for four months until October 2023. My main responsibilities included managing daily financial operations, conducting financial analysis, and preparing monthly financial reports. In November 2023, I moved to the UK and began working for brain feed in March 2024.

UK vs. Hong Kong: A tale of two work cultures

Q. Having worked in both the UK and Hong Kong, are there any noticeable differences when it comes to approaching mental health at work ?

A. In general, I believe that companies in Hong Kong place less emphasis on mental health and are more results-oriented. For example, they tend to focus on whether employees complete their work on time and the quality of that work. 

That said, in both my first and second jobs, I encountered some friendly colleagues who genuinely cared about the challenges I was facing and offered help, such as reassigning tasks to others. Ultimately, it depends on individual attitudes.

Q. Is there a difference between Hong Kong’s and the UK’s Work life balance? 

A. I believe it depends on the company’s culture. In my first job in Hong Kong, I worked an average of 10.5 hours per day. Despite official hours being 9am–6pm, sometimes, I stayed even later, until 8pm, 9pm, or even 11pm. Friends in other Big 4 firms often worked longer, sometimes until midnight or even 4am. This intense schedule came with considerable pressure, as I had to manage over 30 active clients simultaneously while meeting tight deadlines for high-quality work. Fortunately, I was entitled to 30-35 days of annual leave (including bank holidays), which is above the Hong Kong average of 28 days.

In contrast, my second job allowed me to finish on time which allowed me to play sports or meet with friends, which is quite similar to what I have in the UK, though those hours were a bit shorter than what I have now. It’s very important for my well-being to have personal time after work. I always have goals outside of work, such as improving my volleyball skills, doing more workouts, or learning something new. Having extra time to do what I enjoy makes me feel happier.

A similar aspect of both my second job in Hong Kong and my current role in the UK is the lighter workload and the absence of pressure, thanks to my friendly colleagues who were willing to help. Additionally, the annual leave is the same.

Recharging your resilience: How to overcome burnout

Q. In Hong Kong, 49% of the workforce reported suffering from symptoms of burnout in 2024, more than double from 2023[1]. What do you believe are contributing factors? 

A. Overtime work, work-life imbalance, and pressure from bosses or managers to meet KPIs and revenue growth targets, along with the negative emotions from customers, can contribute to negative emotions within the workforce. Additionally, people in Hong Kong are often concerned about financial stability due to factors such as high property prices, high rents, and limited government welfare. As a result, they tend to work harder, often taking on two jobs or putting in longer hours to earn more commission or meet targets for promotion. This dedication often comes at the expense of their rest time, leading to burnout.

Q. What strategies or actions do you think could help in overcoming burnout in staff members?  

A. I believe overcoming burnout can be addressed through two key approaches: fostering a supportive work environment among colleagues and promoting a healthy work-life balance by employers.

Fostering a supportive work environment:

• Encourage a culture of teaching, coaching, and helping others.

• Reduce pressure on staff by lightning workloads and assigning suitable tasks that are not overly challenging. Avoid frequently asking for status updates.

• Foster a zero-tolerance policy for bullying.

• Assign a friendly colleague who can serve as mentors or peers for each staff, providing support during difficult times.

Promoting a healthy work-life balance:

• Advocate for reasonable working hours; say no to long hours.

• Avoid discussing work-related matters when staff are on leave.

• Offer more annual leave to staff

• Offer mental health support through staff welfare initiatives, such as free gym, yoga, or sports centre memberships, and access to free psychotherapy or counselling services.

• Organise regular team-building activities during office hours to help colleagues build relationships and relax.

How to improve mental health at work :  Lessons from leading corporations 

Q. What workplace mental health support systems or resources did KPMG offer to employees? 

Q. Were there any specific proactive programs or initiatives aimed at preventing mental health conditions in the first place ? 

Q. What do larger companies do well for employee well-being that smaller businesses could learn from?

Looking ahead : Maximizing mental health at work

Q. brain feed currently offers valuable benefits like free gym memberships, product discounts, a cycle-to-work scheme, and an extra paid day off for your birthday. As mental health support is still developing, what additional initiatives would you like to see introduced to enhance employee well-being ?

A. More annual leave and shorter working hours. Working from home is also a great suggestion. It saves time on commuting, allowing people to use that time for activities they enjoy, contributing to their well-being. The current early finish on the last Friday of the month is great. We often use this time for team gatherings to strengthen relationships and create a more relaxed work environment.

Q. Finally, what one piece of advice would you give to employees who want to better manage their mental health at work?"

Raymond shares some eye-opening contrasts between the UK and Hong Kong as well as differences between the bustling atmosphere of KPMG and the close-knit feel of an SME. His insights remind us that regardless where we work, prioritizing mental health is the key to thriving in any environment. If you're seeking more ways on how to improve mental health in the workplace, be sure to explore our article on how to overcome burnout—a helpful resource for staying balanced and productive.

References : 

[1] AXA Study: Hong Kong workers buckling under high stress and poor mind health (2024). AXA. https://www.axa.com.hk/en/article/axa-study-hong-kong-workers-buckling-under-high-stress-and-poor-mind-health