Mental Health in Tech: What the Data Tells Us and How Employers Can Respond

Mental Health Awareness Month—is a critical time to pause and reflect on how the modern workplace affects emotional and psychological well-being. As part of our commitment to building positive and supportive workplace cultures, Dexian recently conducted a survey of 500 IT professionals to better understand the state of mental health in the tech sector.

The findings are both eye-opening and actionable. While many workers report progress in openness and awareness, systemic challenges—like overwhelming workloads, lack of structured support, and fears about job security in the age of automation—persist. As leaders in talent and workforce strategy, we believe this data can inform meaningful change.

Key Findings from the Survey

1. Pressure to Stay “Always On” Is a Top Stressor

• Over 50% of respondents reported feeling pressure to be available outside of working hours “all the time” or “very often.”
• Unrealistic deadlines and the always-on culture were ranked as the top contributors to workplace stress.

2. Mental Health Support Is Inconsistent Across Employers

• Nearly one-third of companies surveyed do not offer structured mental health resources, such as Employee Assistance Programs (EAPs), wellness apps, or therapy stipends.
• Of those who have access to such resources, the majority find them accessible and effective—highlighting the value of these programs when implemented properly.

3. Most Employees Feel Safe Speaking Up—But Cultural Gaps Remain

• A majority of respondents said they feel safe discussing mental health challenges with their managers, which is a positive signal.
• However, this openness must be supported by consistent action and investment at the organizational level to create lasting change.

4. AI and Automation Are Creating Anxiety

• 44% of respondents said they are “extremely” or “very” concerned about job stability due to automation and AI.
• While emerging technologies offer efficiency, they also introduce new stressors and uncertainties that organizations must acknowledge.

5. Mental Health Is Now a Retention Factor

• A significant number of employees say they would consider leaving a job that doesn’t actively support mental health—a clear signal that emotional well-being is now a key factor in employee engagement and retention.

Recommendations for Creating a Mentally Healthier Workplace

Based on these findings, here are five steps organizations—especially in the tech industry—can take to better support employee mental health:

1. Normalize Mental Health Days
   Encourage employees to take mental health leave when needed. Most survey respondents have taken a mental health day, showing that this practice is both necessary and increasingly accepted.
2. Address the “Always-On” Culture
   Reassess workload expectations and create clear boundaries for communication outside of standard hours. Leadership should model these behaviors to create psychological safety around disconnecting.
3. Invest in Structured Support
   If your organization doesn’t already offer resources like EAPs, coaching, or access to wellness platforms, it’s time to start. These programs are both valued and impactful when thoughtfully deployed.
4. Foster Psychological Safety
   Create an environment where employees feel comfortable speaking openly about mental health without fear of stigma. Training for managers is essential to reinforcing this culture.
5. Proactively Communicate About Tech Transitions
   As AI tools become more integrated into workflows, transparency is key. Keep teams informed about how these changes will affect roles and offer upskilling or reskilling opportunities to reduce anxiety.

A Shared Responsibility

Mental health is not just a personal issue—it’s a workplace priority. These survey results make it clear that employees are seeking more than awareness; they want real, sustained support from their employers.

As we observe Mental Health Awareness Month, we hope these insights spark conversations and action. Every organization has the opportunity—and responsibility—to create a culture where people can thrive, both personally and professionally.