Many organizations don’t talk about the importance of self-care. In some, it’s even taboo-work is king and deadlines take precedence no matter what. Your doctor’s appointment now conflicts with a meeting? The appointment can wait. The vacation you planned months ago? No longer possible with a new deal to close. The eight hours of sleep your body needs . . . You can operate on six for this development sprint, right?
These workplace beliefs and practices need to change. Self-care is a foundation of proactive mental health for individuals. Without the ability to take breaks and recharge appropriately, employees can’t show up at their best, in or outside of work, for the long term. For organizations to have productive, thriving, resilient workforces, they must enable and empower their employees to prioritize self-care so they can stay healthy-mentally, physically, and emotionally-day after day and year over year.
July 24, is International Self-Care Day, reminding us all of the importance of taking time to nurture our wellbeing. Here are 6 proven strategies organizations can use to help employees prioritize self-care and make it possible for them to do so at work:
1. Cultivate a pro–mental health culture.
To truly empower employees to engage in self-care, organizations must cultivate a culture where mental health and health overall are openly valued and discussed. That starts with strong messaging from leadership that taking care of one’s wellbeing is not only accepted but also encouraged.
A 2022 study by organizational psychologists confirms that employee wellbeing is tightly linked to the cultural tone set by leadership-especially when it includes emotional support and modeling of self-care. Managers who speak up about their own wellbeing practices foster psychological safety and empower their teams to do the same. Chief Medical Officer David Stark has seen the positive effect of this at Morgan Stanley, which prioritized proactive mental wellness in recent years. “When senior leaders discuss mental health candidly, it sends a powerful message that mental health is viewed like any other health topic,” Stark says. “That de-stigmatization leads to increased awareness and allows people to step into the light and seek help if they need it.”
2. Implement policies that encourage time off and allow for schedule flexibility.
While a supportive culture sets the tone, policies make real behavior change possible. Too often, employees are told to “take care of themselves” but are penalized when they do. Empowering employees to practice self-care requires policies that affirm their right to rest and tend to life outside of work. Generous vacation policies, ample sick leave, and flexible scheduling can go a long way toward improving mental health and reducing burnout. Even small changes, like offering the flexibility to work around doctor’s appointments or school pick-up, help prevent stress from accumulating and signal to employees that their wellbeing matters.
Research from a 16-year survey by researchers at CDC and the National Institute for Occupational and Safety Health found that taking time off decreased the likelihood of job stress for employees by 56%, and having the schedule flexibility to better support one’s life outside of work decreased job stress by 20% and increased job satisfaction by 62%. Clearly, self-care isn’t just a perk; it’s a business imperative.
3. Offer mental health days and recommendations for self-care.
Beyond traditional time off for vacation and illness, mental health days are a tangible way to support employee wellbeing and encourage self-care. Designating days for mental health exclusively gives employees permission to step away from work and focus on what they need to restore themselves, whether that means therapy, rest, or simply a break from screens and meetings-without the need to justify their absence.
When organizations acknowledge that mental health needs fluctuate-just like physical health-they reduce stigma and make it easier for employees to seek support early. According to the World Health Organization, proactive approaches like these are cost-effective, too: Organizations that offer mental health days and similar preventive care can see returns of up to $4 for every $1 spent.
Note, too, that for some employees, especially those who are less familiar with mental health practices, “self-care” may feel abstract or inaccessible. Organizations can help empower individuals to practice self-care simply by sharing examples of strategies they can use: engaging in mindfulness practices like meditation or breathwork, journaling regularly to process emotions, setting clear boundaries around work and technology, or making plans to unwind with friends. Tailored suggestions can also help during key life events. For example, a new parent might find it helpful to do short deep-breathing exercises in the middle of their day while someone navigating grief might benefit from support groups.
4. Encourage work-life harmony and practice what you preach.
Encouraging a sense of equity between work and life is key to supporting employees’ self-care. While “work-life balance” has long been the go-to term, it can suggest a binary that’s hard to maintain. Instead, “work-life harmony” offers a more compassionate, realistic framework-one which recognizes shifting priorities and blends work with family, community, and personal time in a way that feels sustainable according to each individual’s needs.
But don’t just say all this in words; show it in your actions. Model self-care and respect your team’s boundaries to exemplify what self-care at work and work-life harmony can really look like. Take breaks, log off at the end of the day, and schedule emails and messages to your team during their working hours. If leaders and managers are working late and sending emails at all hours, it sends the signal that those practices are valued or encouraged, adding further pressure on employees and potentially hindering their work-life harmony. This practice can make a big difference, especially for teams scattered across different time zones.
5. Provide digital tools and resources with self-care reminders and guided exercises.
Technology can help embed self-care into employees’ daily routines. Digital platforms like Journey LIVE and Journey’s Proactive EAP, for example, use daily nudges-short prompts, mindfulness videos, and journaling reminders-to keep mental health top of mind.
And it works: A study by InZights Consulting found that employees who engaged with proactive mental health tools regularly reported reduced stress, increased confidence, and improved focus. Even better, integrating these tools into programs employees already use, like Zoom or email, helps make self-care part of the workflow and improves accessibility of mental health resources.
6. Train managers on self-regulation and compassion.
As we’ve discussed, leaders’ and managers’ behavior can significantly influence whether employees feel supported-or stressed. That’s why it’s crucial to train them in emotional intelligence and self-regulation so they can respond thoughtfully to employee needs and model healthier behaviors. After all, a manager who hasn’t learned to regulate their own stress is unlikely to be able to effectively support their team members through their stress.
“Typically, managers are people on the go. They’re high-achievers who tend to put the needs of their team before their own. They may not always realize, however, the impact that has,” writes Journey CEO Stephen Sokoler in his book, The Mental Health Advantage. “If a manager is struggling, that will affect their team and, by extension, the rest of the organization. By that measure, one of the most fundamental pieces to building a proactive mental health culture is prioritizing the mental health of managers and ensuring they have the education, resources, and tools they need to feel supported, competent, and healthy themselves, as well as to be able to support their teams appropriately.”
Training managers in these competencies leads to better outcomes across the board: stronger team trust, earlier identification of mental health issues, and more effective referrals to mental health resources for all employees.
Self-care is everyone-care
At the end of the day, self-care isn’t selfish; it’s essential for the health of every individual, family, team, and organizations. When employees are supported in prioritizing their mental health, they become more present, productive, creative, and resilient in every aspect of their lives.
By creating a culture that enables self-care-through thoughtful leadership, flexible policies, and practical tools and suggestions-organizations invest not only in the wellbeing of their individual team members but also in the long-term strength and success of the organization as a whole. This International Self-Care Day, make your organization’s commitment to employee wellbeing through self-care clear.
