First, EAPs originated in the United States in the 1940s as external support services for employees. Although widely adopted in Western countries, the development of EAPs in China has been slower. This is due to several factors, including a lag in the recognition of mental health as a corporate responsibility, cultural stigmas surrounding mental illness, and a relatively late introduction of EAPs—around 2005. Despite these challenges, progress is being made. Chinese companies have begun implementing tools such as workplace stress checklists, offering stress management education, and training specialists to provide psychological support. These efforts are expected to help shape a uniquely Chinese model of the EAP system. Second, internal support systems refer to measures implemented within companies themselves. These may include expanding the number of occupational health staff, providing regular health education sessions, and creating open channels for communication about stress-related concerns. Such internal efforts aim to promote early intervention and reduce the likelihood of serious mental health incidents like the one seen at NetEase. Moving forward, improving mental health support in Chinese companies will remain a critical challenge. A balanced approach that incorporates both external and internal strategies will be essential for creating healthier and more sustainable work environments. Mental health at work has become an increasingly (September 20, 2023), the employee had exhibited signs This incident sparked national debate about corporate One of the challenges highlighted by the NetEase case is that mental illness is not currently classified as an In a 2015 study, Li identified three primary types of stress interpersonal relationships), personal stress (e.g., limited time for family), and social stress (e.g., rapid social reforms two main types of mental health initiatives: (1) Employee In addition, a joint study conducted in 2024 by the Health and Longevity Industry Association and Juntendo University explored the relationship between employee lifestyle factors (e.g., sleep, exercise, and smoking) and rates of mental health-related absenteeism and turnover. The study found that a 1% increase in the proportion of employees getting sufficient rest through sleep significantly reduces turnover and mental health-related absenteeism rates. Similarly, a 1% increase in employees with regular exercise habits results in a noticeable decrease in mental health-related absenteeism. Based on these findings, companies are encouraged to implement programs that promote healthy lifestyles among employees. For example, Mitsubishi Corporation has established in-house counseling offices and mental health support desks staffed by licensed psychologists and clinical psychologists. It has also appointed specialized physicians at its on-site clinics, demonstrating a strong commitment to employee mental health.pressing issue in China. A tragic case that drew widespread public attention occurred in 2023, when an employee at the major Chinese IT company NetEase died by suicide after being threatened by a human resources manager over a work-related mistake. According to a report by CRI of depression and reported suffering from insomnia in the weeks leading up to their death. responsibility for employee mental health.occupational disease in China. Consequently, there are no clear legal criteria for determining whether mental health-related incidents qualify as workplace injuries.that employees in China’s financial industry often face: occupational stress (e.g., heavy workloads and complex and systemic change). While moderate stress can act as a motivator, excessive stress can have severe negative effects on mental health. To address these issues, Chinese companies are adopting Assistance Programs (EAPs) and (2) internal support systems.↑ Logo of the NPO Silver Ribbon Japan16 3. The Situation in China
元のページ ../index.html#17