Ways Digital Prevention Improves Mental Health in The Workplace
Since the pandemic, there has been a great need for digital transformation in healthcare. Digital prevention, also known as digital health interventions, uses technology to provide advice and support for promoting healthy behavior.
In this article, we explore the benefits of digital prevention and how to implement it in the workplace. We also show you the kinds of digital prevention tools available and how to pick the right one for your organization.
At HR-ON, we support this approach through HR-ON Thrive, a digital wellbeing solution that helps organizations measure and improve employee wellbeing. The solution was originally developed by Howdy, a company later acquired by HR-ON. Today, HR-ON Thrive is available as a standalone product or as part of the HR-ON platform.
Short summary (TL;DR)
Digital prevention helps organisations support employee mental health by identifying early signs of declining wellbeing and providing timely support.
In this article, you will learn:
- Why digital prevention matters for workplace mental health
- Three types of digital prevention tools
- How leadership can support employee wellbeing
In short, digital tools and supportive leadership can help organisations take a proactive approach to mental health in the workplace.
Why is digitalisation important in healthcare?
The COVID-19 pandemic highlighted the importance of mental health in the workplace. According to Gallup’s State of the Global Workplace 2026 report, 40% of employees globally experienced significant stress the previous day, while only 34% were considered thriving. Prevention in mental health is often delayed because of the stigma associated with it, where employees may struggle to seek support for their mental health challenges.
Digital prevention in mental health can reach those who need support on a larger scale and in less time as compared to human intervention. With HR-ON Thrive, individuals can complete a quick wellbeing screening to identify whether they may need support.
Digital health tools can be accessed at any time and from anywhere, providing on-demand help without the long waiting periods often associated with in-person therapy. Research from 2019, published in World Psychiatry, has also demonstrated that app-supported digital interventions can help reduce symptoms of depression and anxiety.
“Usually, prevention does not occur because mental health is taboo in the workplace,” says Rasmus Hartung, then-CEO of Howdy. “Many employers are skeptical toward taking responsibility for their employees’ mental wellbeing, as they feel doing so would cross the professional boundary into the personal. Ironically enough, many times the solutions for better mental health lie in the workplace.”
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What kinds of digital interventions exist?
The evolution of digital health is rapidly progressing. Here are some current examples of digital therapeutics that can be used in the workplace.
Wearables and Digital Biomarker Apps
These are used to collect physiological data via a range of self-reporting methods. For instance, an employee’s smartwatch or smartphone can track their heart rate, skin temperature, and electrodermal activity to assess their well-being. Another current trend is the use of voice recording on smart devices, which can detect an individual’s emotional state through AI.
If an employee reports persistent low mood, a digital solution may suggest a few wellbeing tips, such as taking a few days off work or practicing mindfulness exercises, or urge them to seek therapy.
Prevention and Treatment Solutions
These are likely to form the bedrock of employee mental-health programs. They offer various degrees of human contact, from prevention chatbots to in-person psychotherapy. Some focus exclusively on mental health; others are more holistic in their approach to wellbeing and cover sleep, nutrition, and other aspects of physical health.
“The biggest mistake many employers make is to devise their own ways to assess employee wellbeing based on a generic understanding of mental health,” says Rasmus Hartung. “There needs to be reliance on science and not assumption.”
HR-ON Thrive uses the WHO-5 index to assess well-being in the workplace.
You might also like: Measure the wellbeing among your employees
Analytical Tools
Data aggregated by third-party solution providers on the wellbeing of their workforce can help organizations measure the effectiveness of support offerings. They can also address specific problem areas of wellbeing – whether that is within a specific team, across leadership positions, or relative to competitors in the organization’s industry.
At HR-ON, we provide a combination of such digital prevention solutions through HR-ON Thrive. To know more about how we can support employee wellbeing in your organization, explore HR-ON Thrive.
Though the future of mental wellbeing and prevention in the workplace lies in the hands of senior management, management must act as role models – by opening up about their own mental health struggles. This motivates a cultural shift in the workplace, where the stigma around mental health can be replaced by an attitude of embracing wellbeing.
Article written by Payal Mohta, Journalist
What should you know about digital prevention and mental health in the workplace?
What is digital prevention in mental health?
Digital prevention uses technology to support mental health and wellbeing by providing accessible advice, guidance, and early intervention. It can help employees identify potential wellbeing challenges and access support before problems become more severe.
Why is digital prevention important in the workplace?
Digital prevention makes mental health support more accessible by allowing employees to use digital tools anytime and anywhere. It can help organisations identify wellbeing challenges early, reduce barriers to seeking support, and take a proactive approach to employee mental health.
What types of digital prevention tools can organizations use?
Organizations can use wearables and digital biomarker apps, prevention and treatment solutions, and analytical tools. These technologies can help monitor employee wellbeing, provide mental health support, and analyse workplace wellbeing data to identify areas for improvement.
How can organisations improve mental health in the workplace?
Organisations can improve workplace mental health by combining digital prevention tools with supportive leadership and an open workplace culture. Encouraging conversations about mental health, reducing stigma, and using wellbeing data to identify challenges can help create a healthier work environment.
