On the manufacturing floor, safety is everything. Each shift begins with safety briefings, every incident is logged, and "zero harm" is the ultimate goal. But one of the most significant threats to safety often goes unnoticed until it causes an accident. That's a worker's mental health and wellbeing—and it can be just as critical to you maintaining a safe workplace as any physical hazard on the floor.
The manufacturing industry currently ranks in the bottom 10 percent of all industries for mental health. Unique pressures, including rotating shifts, physical exhaustion, and a cultural expectation of toughness, create a perfect storm for burnout and psychological distress. You see the signs every day, and you know that addressing manufacturing employee mental health is no longer just a checkbox addition to a benefits package. It is essential to your risk management strategy, operational efficiency, and the overall wellbeing of your employees.
This post explores the specific mental health challenges facing the manufacturing workforce, how these challenges impact employee wellbeing and your bottom line, and how the right employee assistance program (EAP) can help you reduce costs while restoring productivity and helping employees thrive.
The invisible load on the manufacturing workforce
Whether in a factory, plant, or warehouse, the day-to-day manufacturing environment is distinct from that of a corporate office. The stressors your employees face are physical, immediate, and persistent. They're managing high-pressure production quotas where a single mistake can halt an entire line. There's little room for error. When you combine this pressure with the physical toll of standing for long hours, lifting heavy objects, and repetitive motion, the result is significant fatigue and stress.
Irregular sleep schedules from rotating shifts compound these issues. In fact, studies have shown that 23% of the total cost of workplace accidents is due to insomnia. Sleep disruption is a well-known trigger for anxiety, but it's an unavoidable reality for much of the workforce. When employees can't get consistent rest or time to truly recover, their cognitive function declines, leaving them more vulnerable to mental health struggles.
The stigma barrier
Perhaps the biggest hurdle is the culture itself. Manufacturing environments, particularly those that are male-dominated, often prioritize toughness. Admitting to feelings of stress or anxiety can be seen as a weakness. Whether your employees are concerned about judgment from leadership or judgment from their colleagues, this stigma creates a barrier to care, leading to higher rates of untreated depression, anxiety, and substance use disorders. Instead of seeking help, employees often push through, leading to a workforce that is present in body but absent in mind.
The cost of inaction
When these issues go untreated, they don't disappear. They get worse. The immediate result is presenteeism, where your employees are at work but performing well below their capabilities. Over time, this can evolve into absenteeism. An employee struggling with untreated depression might call out sick frequently, not because they have the flu, but because they just can't face the day. You may notice this when it shows up as rising unplanned absences and increased overtime costs to cover the gaps. Or, when you see an increase in your health care spending. These are signals that your employees aren't getting the right support at the right time.
Connecting mental wellbeing to operational risk
It is essential to bridge the gap between company benefits and your operational reality. The mental health of your employees is truly an operational risk factor.
Safety implications
You want to ensure everyone gets home safe each day, but whole-person safety includes mental health, and there is a direct correlation between mental distraction and safety incidents. A report from the Manufacturers Alliance found that on-the-job injuries and accidents are more likely to occur when employees experience mental health difficulties like insomnia, anxiety, or depression. A worker preoccupied by financial stress or anxiety isn't fully focused on the machinery, product line, or task right in front of them. In a high-risk environment, even a momentary lapse in focus can lead to accidents.
Productivity and quality
Beyond safety, mental fatigue and stress lead to errors. Waste increases, product quality drops, and line speeds slow down as workers struggle to keep pace. When your employees experience mental exhaustion, their decision-making capabilities suffer. The National Safety Council estimates that fatigue costs employers about $136 billion a year in health-related lost productivity, and much of that fatigue is rooted in mental and emotional strain. A mentally healthy employee is sharper, faster, and more attentive to detail.
Retention challenges
The skills gap in manufacturing is widening. As of January 2026, there are an estimated 394,000-426,000 manufacturing job openings. When skilled workers leave because they feel unsupported or overwhelmed, you incur high costs to recruit and train replacements. But the good news is that recent studies show manufacturing employee turnover often isn't about salary. For many, it's about leadership, teamwork, safety, and a flexible and supportive culture—all of which the right EAP partner can help improve. In a tight labor market, offering mental health benefits that support your employees' unique needs can be the differentiator that keeps high-performing talent on your payroll.
Why standard EAPs fall short in manufacturing
Most manufacturing companies already have an EAP in place. However, utilization rates often hover in the single digits. That's not because employees don't need help. Many times it's because the standard model is not built for them. The right EAP is one that's built around the unique needs of those it serves.
Accessibility barriers
A standard employee assistance program often requires an employee to call a 1-800 number, navigate a phone tree, and then wait weeks for an appointment. For a shift worker, this can feel impossible. Your employees don't want to spend their 15-minute break on hold. If they work the night shift, standard business hours for therapy appointments do not align with their sleep schedule. They need immediate, low-friction access to care that fits their life. Clinically appropriate care is accessible, personalized, and financially sustainable.
Lack of cultural competence
Even if a worker manages to get an appointment, they may find themselves speaking to a provider who doesn't understand their reality. A therapist who primarily sees corporate professionals may not grasp the physical demands of line work or the specific stressors of a swing shift. Therapeutic alliance is the bond between an individual and their counselor or coach, and it is one of the strongest predictors of successful outcomes. A lack of cultural competence can make employees feel misunderstood, leading them to drop out of therapy after just one session.
Low utilization
Stigma, lack of awareness, convenience, and misconceptions about how difficult it may be to navigate support can lead to underutilization of an EAP by manufacturing employees. Traditional EAPs are often not staffed to connect individuals to a live, licensed clinician 24/7. Tech-forward solutions may feel impersonal or even route people to more care than their situation requires, increasing costs and dependency. That's why it's essential to partner with an EAP that understands the unique challenges of the manufacturing industry.
What the Right EAP Offers: Access, navigation, and results
To move the needle on manufacturing employee mental health, it's essential to look for solutions that are proactive and designed to support the needs of your workforce and business.
Immediate access
Speed is critical. The right EAP partner can connect your employees to a licensed clinician in seconds. With CuraLinc, the first step is always a clinical one: assessing the situation, clarifying the level of need, and determining the path that will deliver the most meaningful improvement. This approach ensures that we can distinguish everyday stress and short-term challenges from conditions that warrant structured treatment or more specialized support. This speed to meaningful care helps build trust and ensures that a concern does not turn into a larger, more costly problem down the line.
Guided navigation
An EAP that is committed to developing and maintaining a true partnership will not simply send your employees a list of links and phone numbers. They will be integrated within your benefits ecosystem. They will help your employees navigate your benefits and find appropriate providers and resources. Your EAP should be an advocate, one that follows up to ensure your employees have connected to the care they need and feel positive about the outcomes.
Support for supervisors
Your supervisors play an important role in shaping the day-to-day work environment. They have a unique opportunity to spot concerns and share available resources. But doing so in a meaningful way often takes support and education. The right EAP has the capabilities to learn about the challenges your leaders face, and to offer one-on-one consultations and training to help them support their teams.
Diverse modalities
A distributed, shift-based workforce needs options. Text-based therapy, virtual video sessions, and self-guided digital tools allow employees to access care on their breaks, during their commute, or from the privacy of their own homes. This flexibility removes the logistical barriers that prevent shift workers from seeking help. Giving your employees a choice in how they access and receive care helps remove barriers and build a stronger therapeutic alliance.
Proven EAP Results
Your mental health benefits should never be a budget line you have to defend. Addressing mental health and wellbeing challenges benefits your employees and your business. It means fewer safety incidents and errors, and stronger retention and engagement. When you're partnered with the right EAP, it shows in both the data and your dollars.
The Business Case: ROI and risk reduction
During budget season, the investment must justify itself. Fortunately, the financial case for a specialized EAP for manufacturing is strong.
Breaking down the savings
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Healthcare savings: Effective mental health support prevents high-cost medical claims. By treating anxiety, depression, or burnout early, your business can avoid more outpatient mental health claims.
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Clinical recovery: High-risk medical conditions and substance use require a higher level of care. Addressing these challenges earlier and with clinically appropriate care helps support recovery and improved outcomes.
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Restored work time: When employees feel better, they work better. Effective treatment can restore productive work time previously lost to absenteeism and presenteeism.
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Retention: The average cost of employee turnover in 2026 is $45,236, according to a recent survey from Express Employment Professionals. Supporting the mental health and wellbeing of current employees is essential to long-term business strategy, especially in an industry where turnover averages 28% across all sectors.
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Organizational value: Crisis support, training, and management consultations help your teams and leaders feel prepared and supported when challenges arise, reducing costs related to healthcare and productivity, and strengthening trust, culture, and morale.
Real-world example
One organization in the manufacturing industry with 17,000 employees partnered with CuraLinc to address mental health and wellbeing proactively. Rather than treating mental health support as just another employee benefit, they saw it as a critical investment in their workforce’s focus, safety, and sustained productivity on the floor and beyond.
Download the case study to see how they saved $1.5 million →
The final step for safer, stronger teams
Addressing mental health is essential for protecting both people and company performance. You cannot build a safe, efficient, and profitable operation when your workforce is struggling.
ROI isn't just about saving money on claims. It's about risk management. It's about ensuring that the person operating a million-dollar piece of machinery is focused, healthy, and supported.
As you evaluate your current benefits strategy, ask yourself if your current mental health partner is delivering these results. Are they merely the box, or are they actively reducing risk and helping your people and business thrive?
Dive deeper into how an EAP can support your manufacturing workforce
At Emerson, a centralized mental health strategy helps employees across the full spectrum of needs—from individual stressors to global conflict. Emerson's Director of Wellbeing, Andi Blaylock, discusses the impact of this shift in a manufacturing organization and CuraLinc’s role in supporting the company’s global workforce.
Watch the webinar to learn how Emerson supports global employee mental health →
FAQs
What are some of the most important things to consider when choosing an EAP for a manufacturing organization?
Manufacturing employees face high levels of substance use and addiction, depression, anxiety, and suicide risk. For this reason, you should ensure your EAP offers 24/7 access to licensed clinicians, as well as single-session interventions. In addition, your EAP should offer a clinically appropriate care model with rapid access psychiatry and longitudinal substance use disorder care to help reduce avoidable hospitalizations and emergency visits.
How do you increase EAP utilization among manufacturing employees?
To increase EAP utilization among manufacturing employees, work with your EAP partner to promote the program year-round—not just at open enrollment. Don't just rely on emails. Consider flyers in common areas and postal mail. Ensure your supervisors are trained to recognize signs of distress and to speak about your EAP. This will also help reduce stigma and create a more supportive work environment.
How do you calculate the ROI of an EAP for a manufacturing company?
There are several data points that can help you calculate the ROI of an EAP for a manufacturing company, including a reduction in absenteeism and turnover, healthcare costs, and critical safety incidents. A CuraLinc manufacturing client achieved an ROI of $7:1, resulting in annual savings of more than $1.4 million. A majority of the client's ROI came from high-risk mental health claims avoided, outpatient mental health claims avoided, and work hours restored.
Is a standalone EAP worth it if we already have a free embedded option?
Yes, a standalone EAP is more comprehensive and proactive than a free embedded option. The right standalone EAP can be a stronger partner for a manufacturer. Look for EAPs that provide 24/7 access to live licensed clinicians, longitudinal substance use disorder care, and rapid access psychiatry. These are particularly important given the manufacturing work environment and the most common mental health challenges reported in manufacturing.
