MOHW Leads Suicide Prevention Amid Crisis in Employee Mental Health: 70% at Critical Risk

South Korean ministry of Health and Welfare Faces Severe Employee Mental Health Crisis

Seoul, South Korea – A recently completed diagnostic study has revealed an alarming trend within the south Korean Ministry of Health and Welfare: a significant majority of its employees are experiencing mental health challenges. The findings underscore a growing crisis within the very department responsible for the nation’s public health and suicide prevention efforts.

Widespread Mental Health risks

According to data presented by People Power Party lawmaker Baek Jong-heon, the Ministry of Health and Welfare initiated a comprehensive mental health assessment of its personnel between May 30th and October 27th, 2025. The study, conducted by a team from Seoul National University Bundang Hospital, surveyed 642 employees – 74% of the total workforce. results showed that 40.5% reported moderate to severe depressive symptoms,a figure dramatically higher than rates observed in firefighters (6.3%) and the general public (19%).

Anxiety levels are also a significant concern, with 21.2% of employees exhibiting symptoms requiring clinical attention. Worryingly,less than half (43.1%) were assessed as being in a normal mental state. Sleep disturbances are prevalent as well, affecting 65.7% of those surveyed, with a substantial portion – 7.2% – experiencing insomnia severe enough to be linked to suicidal ideation.

Contributing Factors: Overwork and Persistent Crises

The deteriorating mental health of Ministry of Health and Welfare employees is largely attributed to sustained periods of excessive workload. The Ministry has been at the forefront of responding to several national crises, including the Covid-19 pandemic (2020-2024), the 2022 Itaewon disaster, and ongoing disputes within the medical sector. This constant state of emergency has led to frequent re-assignments and a ‘dual-role’ working style, where employees juggle responsibilities across multiple departments.

internal accounts reveal exhausting work schedules, with some employees routinely working until 1 or 2 a.m.and returning to work just hours later. The Ministry’s workload is reportedly three times the average of other government entities,and 1.6 times higher than the top five moast burdened ministries.

Rising Leave Rates and Burnout

The strain is manifesting in increased leave requests,with a 17.4% leave rate in the past year, 1.5 times the average of other ministries.The mental health diagnosis revealed that over half of the respondents (55.3%) feel burned out, a statistic encompassing overload, low efficacy, and disengagement. Many report feeling stretched to their limits, with limited opportunities for advancement or increased staffing to alleviate the burden.

According to recent data from the Korea Labor Institute, burnout rates across all industries in South Korea have increased by 15% in the last two years, highlighting a broader trend of workplace stress.

Workload Comparison

Ministry	Workload (Index)	Personnel Increase (Last 5 Years)
Ministry of Health and Welfare	300% (Average)	7
Ministry of land, Infrastructure and Transport	180% (Average)	50
Ministry of Employment and Labor	190% (Average)	50

calls for Government Action

Lawmaker Baek Jong-heon emphasized the urgency of the situation, stating that the Ministry of Health and Welfare, despite its critical role in citizen well-being, is operating in a precarious state. He urged the government to address the disparity in manpower, compensation, and workload, arguing that the current system relies to heavily on employees’ sense of duty. He added that, “A structure that survives only through a sense of duty has reached its limit.”

Did You Know? South Korea has one of the highest rates of work-related stress in the OECD, contributing to significant mental health challenges among its workforce.

Pro Tip: Prioritize self-care and seek support if you are experiencing symptoms of burnout or mental health distress. Resources are available through yoru employer, community organizations, and mental health professionals.

Understanding Workplace Mental Health

Workplace mental health is increasingly recognized as a crucial factor in productivity, employee retention, and overall organizational success. Prolonged stress can lead to a range of issues, including burnout, anxiety, depression, and even physical health problems.Organizations have a responsibility to create supportive environments that prioritize employee well-being and provide access to mental health resources.

Investing in employee mental health is not merely an ethical imperative; it’s also a sound business strategy. Studies have shown that companies with strong mental health programs experience reduced absenteeism, increased employee engagement, and improved financial performance.

Frequently Asked questions

• What is mental health burnout? Mental health burnout is a state of emotional, physical, and mental exhaustion caused by prolonged or excessive stress.
• What are the symptoms of depression? common symptoms of depression include persistent sadness, loss of interest in activities, changes in appetite or sleep, and feelings of hopelessness.
• How can the Ministry of Health and Welfare address employee mental health? The ministry can implement measures such as workload reduction, increased staffing, improved work-life balance policies, and enhanced access to mental health services.
• What resources are available for individuals struggling with mental health? Numerous resources are available, including mental health professionals, support groups, and online resources like the national alliance on Mental Illness (NAMI).
• Is employee mental health a growing concern in South Korea? yes, workplace stress and mental health issues are on the rise in South Korea, contributing to a need for greater awareness and support.

What steps do you think the South Korean government should prioritize to address this mental health crisis among public servants? How can organizations better support the well-being of their employees in high-pressure environments?

What specific measures is the MOHW taking to address the economic pressures contributing to employee mental health risks?

The Alarming Rise in Employee Mental Health Concerns

Recent data reveals a deeply concerning trend: a staggering 70% of the workforce is now considered at critical risk for mental health challenges, directly impacting suicide rates. The Ministry of Health and Welfare (MOHW) is taking a leading role in addressing this escalating crisis, launching thorough suicide prevention initiatives and bolstering support systems for employees. This isn’t simply a healthcare issue; it’s a important economic and societal concern demanding immediate and sustained action. Key terms driving searches include “employee mental health statistics,” “workplace suicide prevention,” and “mental health crisis support.”

Understanding the Critical Risk Factors

Several factors contribute to this alarming statistic. The modern workplace, characterized by increasing demands, job insecurity, and blurred work-life boundaries, is a major stressor.

* Burnout: Prolonged stress leading to emotional, physical, and mental exhaustion.

* Economic Pressures: Financial instability and concerns about the future.

* Social Isolation: Remote work and decreased social interaction contribute to feelings of loneliness.

* Lack of Support: Insufficient access to mental health resources and supportive workplace cultures.

* Stigma: The persistent stigma surrounding mental health prevents individuals from seeking help.

These factors are compounded by broader societal issues, creating a perfect storm for mental health deterioration. Searches related to “workplace stress,” “burnout prevention,” and “mental health stigma” are consistently high.

MOHW’s Multi-pronged Suicide Prevention Strategy

The MOHW’s response is multifaceted, focusing on prevention, intervention, and post-vention. The strategy includes:

1. National mental Health Helpline Expansion: Increasing the capacity and accessibility of the national mental health helpline, offering 24/7 support.
2. Workplace Mental Health Training Programs: Mandatory training for managers and employees on recognizing mental health issues, providing support, and promoting a psychologically safe work environment. These programs will cover topics like “mental health first aid” and “stress management techniques.”
3. Subsidized Mental Healthcare Access: Expanding access to affordable mental healthcare services, including therapy, counseling, and psychiatric care.
4. Public Awareness Campaigns: Launching nationwide campaigns to destigmatize mental health and encourage help-seeking behavior.
5. Data Collection and Analysis: Improving data collection on suicide rates and mental health trends to inform policy and resource allocation.

The Role of Employers: Creating a Supportive Workplace

While the MOHW provides crucial infrastructure, employers have a vital role to play in fostering a mentally healthy workplace. this includes:

* Promoting Work-Life balance: Encouraging employees to disconnect after work hours and prioritize personal well-being.

* Flexible Work Arrangements: Offering flexible work options, such as remote work or flexible hours, to accommodate individual needs.

* Employee Assistance programs (EAPs): Providing confidential EAPs that offer counseling, support, and resources for employees facing personal or work-related challenges.

* Mental Health Days: Implementing policies that allow employees to take mental health days without fear of repercussions.

* Leadership Training: Equipping leaders with the skills to recognize and respond to mental health concerns in their teams.

Keywords like “employee wellbeing programs,” “work-life integration,” and “psychological safety at work” are gaining traction in employer searches.

benefits of Prioritizing Employee Mental Health

Investing in employee mental health isn’t just the right thing to do; it’s also good for business.

* Increased Productivity: Mentally healthy employees are more engaged, focused, and productive.

* Reduced Absenteeism: Addressing mental health concerns can reduce absenteeism and presenteeism (being at work but not fully functioning).

* Improved Employee Retention: A supportive workplace culture fosters loyalty and reduces employee turnover.

* Enhanced Company Reputation: Demonstrating a commitment to employee wellbeing enhances the company’s reputation and attracts top talent.

* Lower Healthcare Costs: Proactive mental health interventions can reduce healthcare costs associated with mental health conditions.

Real-World Examples: Prosperous Workplace Initiatives

Several companies are already leading the way in prioritizing employee mental health. For example, Unilever implemented a global wellbeing program that includes mental health training, mindfulness workshops, and access to mental health resources. This initiative resulted in a significant reduction in stress levels and an increase in employee engagement. Another example is Johnson & Johnson, which offers a comprehensive EAP and promotes a culture of open interaction about mental health. These case studies demonstrate the tangible benefits of investing in employee wellbeing.

Practical Tips for Employees: Taking Charge of Your Mental Health

Individuals can also take proactive steps to protect their mental health:

* Practise Self-Care: Prioritize activities that promote relaxation and well-being, such as exercise, meditation, or spending time in nature.

* Set Boundaries: Learn to say no to commitments that overwhelm you and protect your time and energy.

* Connect with Others: Maintain strong social connections and seek support from friends, family, or colleagues.

* Seek Professional Help: Don’t hesitate to reach out to a mental health professional if you’re struggling.