Higher salaries were more important to some job applicants in certain markets, while others prioritized potential employers’ commitment to workplace wellness.

Based on a regional survey* of 6,000 employed respondents* on the topic of workplace well-being, talent acquisition and retention, a mental health firm has announced some findings from analyzing the data.

First, 20% of respondents who were also job seekers cited considering mental health benefits as non-negotiable when evaluating job opportunities. While external mental health benefits such as Employee Assistance Programs and corporate wellness initiatives were important, they had cited internal interventions such as supportive leadership, flexible work arrangements, and a healthy workplace culture as increasingly greater factors in job acceptance decisions.

Second, respondents had indicated they had increased awareness about workplace well-being, yet 49% had reported feeling exhausted. Those from the Philippines had reported the highest levels of exhaustion (60%).

Other findings

Third, in the data, 36% of respondents had indicated other challenges such as mental distance, negativity, and cynicism about work. Also:

  • 72% of respondents that had cited having negative feelings towards work had still rated their overall mental health as “good” to “very good”.
  • Two-thirds of respondents had cited using some form of support tool to manage their mental health at the time of the survey.
  • 65% of respondents had indicated they would still take a job without mental health benefits if the pay increase was substantial enough (at least a 29% median difference). Those with this sentiment in Thailand had indicated expecting a (median) salary that was at least 50% more.
  • 45% of respondents indicated that they felt most supported by their peers, and 20% had indicated that they had felt most supported by their direct managers.

According to Theodoric Chew, co-founder and CEO, Intellect, the firm that commissioned the survey, respondents from the six South-east Asian countries have indicated that employers “are starting to make mental health benefits accessible, but an Employee Assistance Program is not the be-all and end-all. These benefits need to be reinforced by strong leadership, supportive policies, and a culture that prioritizes well-being. Ultimately, a company’s (workplace) well-being strategy is only as strong as the culture and leadership behind it. When businesses foster truly supportive environments, they empower employees to thrive, stay engaged, and reach their full potential.”

*conducted from23 Dec 2024 to 8 Jan 2025 across respondents from Singapore, Thailand, Malaysia, Indonesia, Vietnam, and the Philippines (N=1000 each) who were working at least 35 hours a week