Stakeholders in the mental health sector are urging employers to make intentional investments in employee wellness, emphasizing that supporting workers’ mental well-being is not just a moral responsibility but also a strategic business move that enhances productivity, retention, and overall organizational growth.
The call was made on Wednesday during a breakfast meeting at the Imperial Royale Hotel in Kampala, organized by Mental Health Uganda in partnership with EcoBank and the Ministry of Trade, Industry and Cooperatives as part of activities to mark World Mental Health Month.
According to Derrick Mbuga Kizza, Executive Director of Mental Health Uganda, creating mentally healthy workplaces requires clear policies that support employees with mental health challenges while holding employers accountable for providing safe and inclusive environments.
“Most of our time is spent at work, so the workplace must be a safe space for all of us,” said Kizza.
“Employers have a major responsibility to put in place policies that provide reasonable accommodation for workers with mental health issues, instead of discriminating against them,” he added.
He explained that many organizations lack clear frameworks to support employees living with mental health conditions, leading to stigma and fear of disclosure.
“People hesitate to open up about their mental health because there’s no policy to protect them. Disclosure should come with support, not punishment,” he emphasized.
Kizza further urged organizations to integrate mental health into their human resource policies, define what “reasonable accommodation” means, and establish clear communication channels for employees seeking assistance.
“The policy is the foundation,” he said. “It should spell out what support an employee can expect from their employer, how requests are handled, and ensure there’s no undue financial burden on the employer.”
The Ministry of Trade, Industry and Cooperatives also pledged to take the lead in mainstreaming mental health within the private sector.
Patrick Mugisha, the Commissioner for Business Development and Quality Assurance, said the ministry is developing frameworks to ensure mental wellness becomes a key component of workplace policies, especially for small and medium enterprises (MSMEs).
“We can’t continue celebrating profit-driven brands built on pain and anguish,” said Mugisha.
“We want the happiness of the brand to reflect in the happiness of the faces behind it. That’s why we’re establishing a help desk for mental health and well-being in the ministry and developing sector-specific strategies.”
He added that the ministry will work with stakeholders such as Mental Health Uganda and EcoBank to develop national standards and guidelines for mental health and well-being at work.
Representing the private sector, Gloria Nalubowa, Head of Human Resource at EcoBank Uganda, described investing in employee wellness as a “smart business strategy” that enhances retention, productivity, and organizational resilience.
“You can’t separate business strategy from the people delivering it,” Nalubowa said. “Regardless of your short or long-term goals, your strategy will always be executed by human beings — not machines.”
She cited research from the Harvard Business Review showing that 89% of employees in organizations with wellness programs recommend their employers, highlighting the direct link between employee well-being and company performance.
Nalubowa urged employers to adopt holistic wellness approaches beyond mental health, covering physical, emotional, financial, and social well-being.
“A simple initiative like encouraging fitness challenges or switching off the lift once a week can improve team cohesion and health,” she explained. “Employers should also provide counseling hotlines and Employee Assistance Programs to help staff manage emotional distress.”
On financial wellness, Nalubowa said many employees face stress due to debt and poor financial planning.
“Financial distress is a major cause of anxiety. Employers should help staff plan for retirement, manage debt, and even provide emergency assistance. It’s part of overall wellness,” she added.
She also called for flexible work arrangements, especially for parents and caregivers, and insisted that workplace policies must prioritize output over physical presence.
“A young mother should not be forced to choose between her baby and her job. Flexibility improves both mental health and performance,” Nalubowa said.
During the meeting, Stakeholders agreed that Uganda’s future economic growth depends on a mentally healthy workforce. They urged both government and private sector employers to treat mental wellness as an investment, not a cost.
“We must move beyond celebrating Mental Health Month once a year,” Nalubowa concluded. “Wellness must be institutionalized, budgeted for, and embedded into organizational culture.”
The meeting underscored that as Uganda continues to industrialize, people not machines remain the heart of every business. And investing in their mental health, experts say, is the most sustainable way to build productivity, loyalty, and national prosperity.
