Beyond Hard Hats: Supporting Mental Health in High-Risk Workplaces

By Julie Erickson-Sotomayor, OTR, MHFA
Onsite Testing Provider, Fit For Work

Did you know that the construction industry has the second-highest rate of suicide among its workers, surpassed only by the mining, quarrying, and oil/gas extraction industries?

Research shows that 56 of every 100,000 male (and 10 of every 100,000 female) construction workers died by suicide in 2021, nearly double the suicide rate of the overall U.S. working population. This rate was nearly six times higher than the rate of all construction fatalities combined. These facts highlight the critical need for prioritizing mental health in industrial settings—and taking proactive steps, not just reactive ones.

A Workplace Double Standard?

Most companies today emphasize preventing physical injuries before they happen, rather than waiting until pain or risk becomes a recordable incident. Many also have Cardiac Emergency Response Plans (CERPs), with team members trained in CPR to respond to a cardiac event.

But what about mental health emergencies? Are there employees trained to recognize and respond to a colleague in emotional distress? Should we have mental health first aid responders on-site, ready to intervene before a crisis escalates?

Here, we’ll explore the key sources of pressure affecting workers in industrial environments. We’ll also look at practical strategies for addressing the mental health challenges that often follow—and share helpful resources designed to support and retain a healthier, more resilient workforce.

Mental health is central to overall workforce health; therefore, it shouldn’t be treated as optional or outside our responsibility.

Sources of Workplace Stressors

We can pinpoint sources of pressure in industrial environments. These factors may “stack up” or crescendo over time to affect mental health:

• Long Work Hours – Workers often face 10- to 12-hour shifts, evening/overnight shifts, and split or irregular schedules. Such shift work has been shown to compromise cognition, sleep, physical recovery, and mental health.
• Job Insecurity – A major concern during economic shifts can be the potential of layoffs or possibility of a restructuring. Technological advances may add to chronic stress, with employees unsure about the future impact on their positions. This is reflected in comments such as, “It’s really tough out there, and I don’t know if I can find another job to support my family.”
• Unsafe Working Conditions – Companies may not properly maintain machinery, making an already stressful job feel dangerous. PPE may be cumbersome or hot, and poor ventilation or exposure to hazardous materials can add to physical and mental stress.
• Heavy Workloads – With physical and mental strain of repetitive movements, unnatural motions, and less-than-ideal workstations, it doesn’t take long for an awkward posture to translate into discomfort that makes an employee dread the workday. This can lead to chronic pain which is a risk factor for depression.
• Conflicts at Work – These can be exacerbated by tight resources, high output demand/quotas, personality clashes, poor communication, unclear/changing roles, or discrimination. In high-throughput manufacturing or warehousing—environments where goods are produced or moved at high volumes and speed—focusing on emotional intelligence (EQ) dynamics is an ongoing challenge.
• Burnout – Studies suggest that 77% of manufacturing employees feel burned out by their workload, with a similar rate for medical and healthcare workers. Agriculture or other seasonal jobs are also known for burnout, with high uncertainty around job stability.

Everyday Strategies for Workers

Employees in high-pressure environments can use these self-care strategies to cope with job demands and support their mental health:

• Proper Sleep – A healthy sleep hygiene allows seven to nine hours of rest daily. Shift workers may benefit from specific sleep strategies such as progressive relaxation – tensing and relaxing muscles one by one while inhaling and exhaling.
• Drug and Alcohol Avoidance – Self-medicating can impede quality of sleep and job performance. Examples range from melatonin to marijuana, which are better replaced with proper self-care to handle stress.
• Healthy Relationships – This includes positive communication with coworkers, family, and friends. These interactions can offer comfort and support, as well as a fresh perspective.
• Nutrition and Exercise – Prioritizing physical health can help in meeting job demands. Meals and snacks should include fruits, vegetables, proteins, and hydration, with exercise that includes cardiovascular support and weightlifting.
• Relaxation Techniques – Mindfulness and deep breathing exercises can reduce anxiety. For example, the 4-7-8 breathing technique involves inhaling for four seconds, holding the breath for seven seconds, and exhaling for eight seconds.
• Time Off – If feasible, take advantage of days off to refresh mental and physical health.

What Employers Can Do to Lead Change

Companies have a unique opportunity to make a meaningful impact on employee stress levels—and the benefits are mutual. The World Health Organization estimates that for every $1 employers invest in treating common mental health issues, they see a $4 return through improved employee health and productivity. Supporting mental well-being doesn’t always require large-scale programs; often, it’s about thoughtful, consistent practices.

For instance, improving workplace ergonomics can help reduce both physical strain and mental fatigue, leading to greater comfort and efficiency. Encouraging a “speak up and get support” culture—where employees feel safe reaching out to team leaders, HR, or an ombudsman—can also help resolve conflicts before they escalate.

Providing accessible resources like an Employee Assistance Program (EAP) offers confidential counseling to manage stress and maintain work-life balance, with referrals available for ongoing care when needed.

Finally, fostering a culture that encourages the use of break time and vacation time gives employees the space to recharge, whether through a short walk, hydration break, or extended time off. These efforts contribute not only to a healthier workforce but also to a more resilient and productive organization.

Resources to Help

How can you and your team be better prepared to address mental health concerns in the workplace? First, acknowledging that mental health is part of workforce health is a must. We find that younger employees tend to be more open to discussing these topics compared to previous generations. In a confidential setting, we can ask, “Are you getting the support you need? If you’re not stable, do you know how to seek care?”

More recommendations include:

• Training – Mental Health First Aid (MHFA) certification helps team members identify, understand, and respond to signs of mental health challenges. There are many free, online MHFA courses, highly recommended by our Fit For Work team.
• Mental Health First Aiders – Identified in the workplace, they are much like staff trained in CPR or first aid response. They are equipped to have conversations around mental health issues, listen to workers’ concerns, recommend resources for help, and possibly head off a crisis.
• The 988 Suicide & Crisis Lifeline – Provides mental health support from trained crisis counselors 24/7, nationwide. The 988 fact sheet can be posted in breakrooms.
• National Alliance on Mental Health (NAMI) – This organization offers additional information on preparing for a mental health crisis, along with state and community resources.
• My Mental Health: Do I Need Help? – This poster can be a resource for employees in the workplace who may need to “check in” on mental well-being.

Conclusion

The statistics are clear: mental health is a critical, and often overlooked, component of workplace safety—especially in high-risk industries. In the same manner that we invest in training for physical emergencies, we must prepare to recognize and respond to mental health challenges before they escalate.

Equipping teams with the tools, training, and culture to support mental well-being isn’t just a compassionate choice; it’s a strategic one. Implementing Mental Health First Aid responders, promoting open dialogue, and providing accessible resources are tangible steps any organization can take.

At the end of the day, a truly safe workplace protects both the body and the mind.

 

Julie Erickson-Sotomayor is originally from Pennsylvania but has called Texas home for many years. She graduated from the University of Texas Medical Branch in Galveston in 1999 with a degree in Occupational Therapy and a minor in psychology. Always drawn to roles that broaden her expertise, she joined Fit For Work in May 2022.

Julie is married with four daughters and a dog. She enjoys spending time with her family, dancing, true crime mysteries, traveling, and trying new foods.