Construction is a tough industry with long hours, high stress, physical demands and a culture that prides itself on grit and silence. Companies may talk about hard hats and fall harnesses, but may not talk enough about what’s going on inside the head of the person wearing them. As a result, the construction industry has one of the highest suicide rates in the country.
This isn’t just about “feeling down;” it’s about lives on the line. Mental wellness is a real safety issue, and if companies want their crews to go home every night, we have to treat it like one.
A Crisis Hiding in Plain Sight
On the surface, things might look fine. The job’s getting done, people are showing up, and no one’s talking about how they’re really doing.
Historically, the construction industry was built on a culture of silence. You get hurt? You walk it off. You feel overwhelmed? You tough it out. But the world is changing, and the reality is, more and more employees are struggling with depression, anxiety and suicidal thoughts. Many of them don’t feel like they can say anything. And many of them aren’t getting help.
Why Construction Workers Are at Higher Risk
There are a few reasons why mental health is not more mainstream in the construction industry:
1. The “Tough Guy” Culture
Construction workers are supposed to be strong, capable and unshakable. Showing emotion or admitting you’re struggling? That can feel like weakness. So it’s kept in. But that silence can be deadly.
2. Isolation and Distance
Construction workers, on average, log 7,390 to 8,304 miles annually. Rotations, working remote sites or living out of hotels can be common. Employees are away from their families, support systems and the people who know when something’s off. That distance wears on workers.
3. Physical Pain and Injury
Construction is hard on the body leading to chronic pain, injuries and fatigue. Some employees begin self-medicating with alcohol or painkillers just to get through the day, a slippery slope to addiction. In fact, around 15% of all construction workers in the U.S. have a substance abuse disorder compared to 8.6% of the general population.
4. Unpredictable Work and Financial Stress
Construction can be feast or famine. One month is incredibly busy, the next employees are out of work. That instability causes stress, anxiety and even depression especially if workers have a family to support.
5. Long Hours
The pressure to perform, to hit deadlines, to work through rain and exhaustion – it all adds up. Mental wellness takes a hit when employees are constantly in survival mode.
What Does This Mean for Safety?
A mentally unwell worker is a less safe worker. If people are exhausted, stressed out or mentally checked out, they’re not going to be as focused. They might skip steps, ignore their gut or zone out while running a piece of equipment. That puts everyone at risk.
Mental wellness isn’t just about “being happy.” It’s about thriving as a human being – on and off the clock.
How to Build a Culture That Supports Mental Wellness
How do we instill mental health in company culture without making it awkward or preachy?
1. Talk About It During Safety Meetings
Make mental health a regular part of your toolbox talks or tailgates. Bring it up just like you would ladder safety or PPE. The more we talk about it, the less weird it becomes.
You could say something like, “Hey, I know this job can wear on you mentally, not just physically. If anyone’s feeling off or needs to talk, you’re not alone. Come see me or check out these resources.”
2. Train Supervisors to Spot the Signs
Crew leaders are often the first to notice when someone isn’t acting like themselves. Train them to spot red flags: irritability, withdrawal, sudden absences or changes in performance. Give managers the tools to respond.
Supervisors don’t need to be therapists – just humans who genuinely care.
3. Offer Confidential Support
Make sure your employees know what resources are available, whether it’s an Employee Assistance Program (EAP), counseling services or mental health hotlines. And make sure it’s confidential. People will be reluctant to use it if they think it might be made public.
4. Limit the Grind When You Can
The job has to get done, but assigning a crew 14-hour shifts, 6-7 days a week isn’t sustainable. Long-term productivity comes from a team that’s rested and focused.
Encourage time off. Rotate crews. Respect their time with family. It shows you value them as people, not just labor.
5. Create a No-Judgment Zone
If employees do speak up, make sure they don’t get judged or sidelined. Support them. Protect their privacy. Let them know it’s okay not to be okay. That one moment of support could save a life.
What About Substance Use?
Whether it’s alcohol after a long day or prescription pain medicine from an old injury, “every once in a while” can quickly become a daily dependence.
Some common signs of trouble include:
- Frequent hangovers or showing up impaired
- Mood swings or aggression
- Missing work or slipping performance
A lot of times substance abuse comes down to coping. That’s where mental wellness programs come in. Instead of punishment, give your employees a clear path to support. Partner with treatment programs or offer leave for recovery. Your people are your investment. Treat them like it.
The ROI of Mental Wellness
Yes, it takes time and effort to build a culture that prioritizes mental health. But the return on investment is worth it with:
- Fewer incidents and injuries
- Lower rates of absenteeism
- Stronger team morale
- Better workforce retention
Most importantly, people know someone actually cares about them.
Be the One Who Changes the Story
Too many good workers have been lost to this hidden crisis. Too many funerals. Too many stories that ended before they should have.
Instead of treating mental wellness like a taboo topic, let’s talk openly, train smart and build a company culture where looking out for each other is the norm. You don’t have to be a therapist to make a difference. Just be the person who notices.
If you or someone on your crew is struggling, don’t wait. Talk to someone. Reach out. Call or text 988 to reach the Suicide and Crisis Hotline.
To see how you can incorporate mental wellness into your company’s culture for happier, healthier and safer employees, schedule a meeting to speak with a Tyfoom training consultant today.