Written by : Dr. Duaa Alfatih Introduction : In Sudan, most employees face tension and emotional pressure due to unstable working conditions, economic inflation, and anxiety about the future. Despite how widespread this pressure is, mental health in the workplace did not pay enough attention. It is rarely discussed, and most organizations offer no support systems or safe spaces for workers to talk about their wellbeing. Although the stigma of mental illness has been extensively researched among the general population, little is known about its prevalence and consequences at the workplace. Some studies suggest that the stigma of mental illness may also be an important contributing factor to the underutilization of healthcare services at work (Hanisch et al., 2016). Working conditions have a well-known impact, either positive or negative, on employees' health. Adverse working conditions may lead to job burnout, a syndrome resulting from chronic stress at work that is characterized by overwhelming exhaustion, negative attitudes or a lack of commitment with clients and dissatisfaction with job performance. This process may lead to undesirable consequences for workers, their families, the work environment and the organizations (Salvagioni et al., 2017). Depression and anxiety continue to create significant economic, social and personal costs to employees, employers and society, the majority of treatment trials for depression and anxiety disorders are focused on symptom reduction, with relatively few reporting separate occupational outcomes, in spite of the evidence that occupational recovery may follow a separate course to any symptomatic improvement (Joyce et al., 2016). This article looks at how mental health is often ignored at work, what challenges Sudanese workers face, and why burnout is becoming more common. It also discusses the reasons mental health is not talked about much in organizations, and suggests simple, realistic steps that can make workplaces healthier and more supportive. Why Mental Health Matters in Workplaces : Mental health is essential to how people function at work. When employees feel mentally well, they are more engaged, focused, and productive. But when stress builds up and there is no support, it can lead to emotional exhaustion, absenteeism, or even quiet withdrawal from work. In Sudan, where many workers already deal with financial hardship, political instability, and social pressure, protecting mental health at work becomes even more important. Working environments affect the physical, mental, and social well-being of individuals who spend large proportion of waking hours at work (Rossi et al., 2022). Ignoring mental health in the workplace is not just a personal issue—it affects teams, productivity, and long-term success. In Sudanese workplaces, where mental health is rarely discussed, many employees may not even recognize the symptoms they’re experiencing or feel safe enough to speak up. Starting these conversations and building small systems of care can make a real difference. Common Stressors in Workplaces : Many workers deal with daily stress at work, but they may not always understand where it comes from. The sources of occupational stress include extended and irregular work hours, shift work, chronic psychosocial strain affecting sleep patterns, and acute stressful events such as workplace violence. Experiencing repeated exposure to stressors may put workers at high risk for suicide, depression, obesity, hypertension, morbidity, and early death (Hamidi Shishavan et al., 2023). The robust consistent evidence that (combinations of) high demands and low decision latitude and (combinations of) high efforts and low rewards are prospective risk factors for common mental disorders and suggest that the psychosocial work environment is important for mental health (Stansfeld and Candy, 2006). These stressors are common in many Sudanese workplaces, especially in sectors like healthcare and education. Many employees feel overworked, underpaid, and afraid to speak up. These conditions are known to increase anxiety, depression, and emotional fatigue. Burnout as a Hidden Crisis : Burnout is a serious mental health issue that affects many workers in Sudan, especially in healthcare. It happens when someone feels emotionally and physically exhausted because of long-term stress at work. Stress is a state of mental strain resulting from demanding circumstances. Burnout consists of 3 components: emotional exhaustion, reduced sense of personal accomplishment, and depersonalization (Zhou et al., 2020). The symptoms of occupational burnout develop as a consequence of workloads that increase until a person’s psychophysical resources are depleted, which decreases his or her motivation to engage with work. The negative impact of job requirements is moderated by mental, physical, social, and organizational resources (Makara-Studzińska et al., 2022). There is much evidence supporting several potential mechanisms linking burnout with ill health, including the metabolic syndrome, dysregulation of the hypothalamic-pituitary-adrenal axis along with sympathetic nervous system activation, sleep disturbances, systemic inflammation, impaired immunity functions, blood coagulation and fibrinolysis, and poor health behaviors. The association of burnout and vital exhaustion with these disease mediators suggests that their impact on health may be more extensive than currently indicated (Melamed et al., 2006). Despite how serious it is, burnout often goes unnoticed in many workplaces. This is partly because employees may feel ashamed to speak up or fear being judged. Organizations that ignore burnout risk losing not only worker wellbeing, but also performance and morale. Barriers to Seeking Mental Health Support at Work : Many workers around the world struggle with mental health problems but never ask for help. One major reason is stigma. In many workplaces, employees fear being seen as weak or unreliable if they talk about mental health. Stigma towards, and discrimination against, people with mental disorders is an important barrier to mental health service utilization. It contributes to delays in seeking care, impedes timely diagnosis and treatment for mental disorders, serves as an impediment to recovery and rehabilitation, and ultimately reduces the opportunity for fuller participation in life (Shidhaye and Kermode, 2013). Another barrier is lack of access especially in low- and middle-income countries. A study by Patel et al. (2013) found that adequate access to mental health specialists is a challenge, especially in lowand middle-income countries (LMICs). For example, the number of psychiatrists serving the entire continent of Africa with a population of almost a billion is less than that practicing in the US state. Additionally, many people simply don’t recognize they need help. Burnout and chronic stress can be misinterpreted as just “part of the job.” Without awareness and open dialogue, workers may push through until their mental health worsens. Encouraging Mental Health at Work: Useful Techniques and the Function of Mental Health Specialists : Enhancing mental health in the workplace necessitates more than awareness; it also calls for consistent, realistic action. There are various actions that organizations can take to establish more wholesome workplaces that promote the wellbeing of their employees. A tried-and-true tactic is putting mental health programs into action. Peer support groups, stress management classes, or private access to mental health specialists are a few examples. Research shows there is good quality evidence that universally delivered workplace mental health interventions can reduce the level of depression symptoms among workers. There is more evidence for the effectiveness of CBT-based programs than other interventions (Tan et al., 2014). Another key factor is leadership support, the satisfaction with the supervisor influences overall job satisfaction. This underscores the importance of the role of supervisors during organizational change and turbulent situations at the workplace (Elshout et al., 2013). Many Sudanese organizations lack the resources and know-how necessary to address the mental health of their employees. Non-Governmental Organizations and mental health professionals are essential in this situation. The Sudanese-based Dar Psychotherapy and Counseling organization, for instance, are in a unique position to use culturally sensitive methods to address workplace issues in the area. The health center provides: psychological support both online and on-site, including private counseling sessions, Personalized training sessions on emotional fortitude, stress management in the workplace, and constructive communication, campaigns to raise awareness in the community that are focused on lowering stigma and promoting behavior that involves seeking help. By combining internal leadership support with the external expertise of mental health NGOs like Dar Psychotherapy and Counseling organization, organizations can take meaningful, realistic steps toward improving workplace wellbeing. These collaborations not only reduce stigma and emotional strain, but also help build healthier, more resilient work cultures—both online and on the ground. Conclusion : In light of everything discussed, it becomes crucial to recognize the wide range of factors that influence mental health in the workplace. In the workplace, there are multiple factors recognized to be determinants of workers’ mental health. These include high job demand, low job control, low workplace social support, effort-reward imbalance, low organizational procedural justice, low organizational relational justice, organizational change, job insecurity, temporary employment status, atypical working hours, bullying, and role stress. In addition, non-work determinants such as family status and social support networks are also important predictors of workers’ mental health (Gray et al., 2019). Systemic efforts are needed to address these complex issues. Evidence shows that workplace mental health interventions can utilize to aid in the prevention of common mental illness as well as facilitating the recovery of employees diagnosed with depression and/or anxiety (Joyce et al., 2016). Supportive leadership is an important determinant of employees’ work-related health outcomes involving work well-being, work performance, and occupational satisfaction (Liu et al., 2019). Working with organizations like Dar Psychotherapy and Counseling organization which provides accessible and culturally aware mental health support, can make a real difference, especially in low-resource settings like Sudan. Mental health isn’t a luxury, it’s essential. 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