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Workplace stress has been in the spotlight over the past few years, but a recent nationwide survey actually shows how serious the issue is.

According to Human Resources Minister Datuk Seri R. Ramanan, the government checked in on 100,000 workers in seven industries from 2023 to 2025 to evaluate psychological hazards at the workplace, and it turns out close to 17% of the survey participants suffer from work-related psychosocial disorders.

In a written parliamentary reply, Ramanan clarified that these hazards include high workloads, a high work pace and time-based pressure, which are among the main elements commonly found in highly intense work environments.

Also, Ramanan highlighted a new type of stress that workers are facing that we know all too well: “technostress.” It’s that invisible exhaustion that comes from being completely glued to our screens, feeling dependent on our devices, and struggling to unplug from the endless stream of digital pings and notifications.

So, What’s Being Done About It?

To tackle this head-on, the Human Resources Ministry and the Department of Occupational Safety and Health are stepping up. They are rolling out a major five-year master plan (OSHMP30) aimed at making our workplaces safer and healthier.

Instead of just leaving mental health up to the individual, the government is training specialized “Psychosocial Trained Persons” to spot risks early, creating dedicated training modules, and pushing for nationwide awareness.

The ultimate goal here is to make sure companies take mental health risks seriously and systematically, so that Malaysian workplaces actually become supportive, healthy environments where people can thrive.

And while government plans are great, employers also have their roles to play. The World Health Organization has some recommendations for companies to help improve workplace morale:

Improve daily working conditions. This means actively creating an open, respectful office culture where people aren’t afraid to speak up, set boundaries, or ask for help.

Train managers to actually recognize the signs of mental distress. A manager shouldn’t just track KPIs; they should know how to have an empathetic conversation when a team member is clearly struggling.

Offer structured “return-to-work” programs or supported employment initiatives. If an employee needs to take time off to heal, they should be able to return to a workplace that helps them transition back smoothly, rather than penalizing them.

Ultimately, a single corporate wellness webinar or a free yoga class isn’t going to fix this. There’s a need to fundamentally shift the culture in offices, and recognizing the mental health of employees is the baseline, not a perk.

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