Thembelihle Zwane
1 May 2026
South Africa is currently grappling with a “silent crisis” as mental illness increasingly infiltrates the workplace, costing the national economy billions in lost productivity and pushing human resource frameworks to their breaking point.
New data from the South African Depression and Anxiety Group (SADAG) 2024/2025 “Working Life” survey reveals a startling reality: 52% of surveyed employees have been diagnosed with a mental health condition. Among these, depression (32%), excessive stress (25%), and Generalised Anxiety Disorder (18%) are the leading diagnoses.
While absenteeism – taking days off work – is a visible problem, experts are increasingly concerned about “presenteeism,” where employees are physically present but mentally incapacitated.
“Depression affects cognitive functioning such as decision-making, concentration, memory, and problem-solving,” explains Dr. Frans Korb, a prominent South African psychiatrist. “If an employee has depression but stays at work, they are five times less productive than an employee who takes leave to recover.”
Recent health economics data released in the Investec “Reimagine Mental Health” series and supported by research from Stellenbosch Business School suggests that unaddressed mental health conditions cost the South African economy approximately R161 billion per year. According to Professor Renata Schoeman, Head of Healthcare Leadership at Stellenbosch Business School, this figure represents nearly 5.7% of the national GDP – driven largely by lost work days, presenteeism, and premature mortality. These findings highlight that mental wellness is no longer just a “soft” HR issue but a hard economic imperative.
Human Resources professionals are seeing a shift in the nature of workplace stress. Beyond the traditional pressures of deadlines, South African workers face unique “macro-stressors” including the high cost of living, job insecurity, and the psychological remains of the pandemic.
Jacqui Nel, Business Unit Head of Healthcare at Aon South Africa, emphasises the complexity of the current landscape. “The top challenge for HR professionals is keeping the workforce engaged in the face of ongoing retrenchments and the spiralling cost of living,” says Nel. “It is easy to measure an individual’s BMI or cholesterol, but it is much harder to measure what is going on in a person’s mind.”
Nel notes that “burnout,” classified as an occupational phenomenon by the WHO, is escalating. “Employees who are burnt out feel exhausted, distance themselves from their colleagues, and show a reduction in professional efficacy,” she adds.
The South African legal framework, including the Occupational Health and Safety Act and the Employment Equity Act, is beginning to reflect a broader definition of “safety” that includes psychological well-being.
Dr. Sebolelo Seape, a psychiatrist and chairperson of the Psychiatry Management Group, argues that leadership must lead the change. “South African companies should make mental health part of the conversation every day,” Dr. Seape asserts. “The very first step is that companies should be screening their employees in a friendly and kind way. A good manager should have a high index of suspicion—when a close relative dies, or a house burns down, support the person before it becomes unhealthy.”
The consensus among experts is that Employee Assistance Programs (EAPs) must evolve from reactive “phone-a-counsellor” services to proactive cultural shifts.
“It starts by building resilience and a sense of belonging at an individual and organisational level,” concludes Jacqui Nel. “Businesses that put their people first are more likely to thrive. By creating security and motivation, employees are better able to weather the fiercest of storms.”
As South Africa moves through 2026, the message to corporate boardrooms is clear: the mind is the workplace’s most valuable asset, and neglecting it is a risk no business can afford to take.
Signs of Workplace Mental Distress
- Increased irritability or emotional outbursts.
- Withdrawal from team activities or social interactions.
- Noticeable drop in work quality or missed deadlines.
- Frequent physical complaints (headaches, fatigue).
- High rates of “micro-absenteeism” (frequent Monday/Friday absences).
If you or someone you know is struggling, contact the SADAG Suicide Crisis Helpline at 0800 567 567
