The urgency is clear. According to Sadag’s 2024 Working Life Survey of nearly 1,000 South African workers, over half (52%) have been diagnosed with a mental health condition. Furthermore, 75% struggle to disconnect from work during off-hours, and 61% report wanting to leave their jobs but remaining due to financial strain.
Vermaak says that an equally important question for employers is: do people feel safe enough to talk about what they are experiencing?
A 2025 study examining workplace mental health among employees at a South African university found that just 28% felt comfortable disclosing mental health concerns at work. “This is where psychological safety becomes an important part of the workplace mental health conversation,” says Vermaak.
Workplace well-being isn't only about helping people cope when they are struggling. “We need to look at whether we are creating an environment where they can express themselves and say, ‘I'm overwhelmed’, ‘I need help’, ‘I made a mistake’, or ‘I don't agree’ without fearing what will happen next,” Vermaak continues.
Psychological safety is the belief that people can speak candidly, raise concerns, ask questions, or acknowledge mistakes without fear of humiliation or punishment. Importantly, it does not mean avoiding difficult conversations.
“Some of the most important conversations we have at work are uncomfortable,” says Vermaak. “Giving feedback can be uncomfortable. Challenging your manager can be uncomfortable. Admitting you have made a mistake can be uncomfortable. The goal isn't to remove the discomfort; it is to create enough safety for people to have the conversation anyway.”
“One of the dangers for leaders is assuming that a quiet team is a happy team,” says Vermaak. Silence can be misleading. “Employees may remain silent because they fear being perceived as difficult, negative, incompetent or unable to cope.”
Every time somebody speaks up, the response they receive shows others whether it is safe to do the same.
Creating psychological safety requires deliberate behaviour from leaders. The Human Edge recommends that leaders:
Psychological safety also brings responsibility. Employees need the skills to raise difficult issues constructively and listen to perspectives they disagree with.
“An open-door policy means very little if people don't feel safe walking through that door,” says Vermaak. This Mental Health Month, Vermaak suggests leaders ask a different question: “What conversations are people in our organisation currently too afraid to have?”
“The answer could tell you a great deal about the health of your workplace,” she concludes. “Sometimes one of the most powerful things an organisation can do for its people is make it safer to say: ‘Can we talk about this?’”
