Mental Health in Construction: 3 Ways to Support Worker Wellness

The suicide rate among construction workers is four times higher than that of the average American.

That stat alone shows how urgent this conversation is. When a worker feels unsafe or unsupported, it affects their ability to focus, to make sound decisions, and to go home whole. If a company is cutting corners on safety, skipping the right gear, or ignoring warning signs, they’re risking injuries and possibly lives.

Here are three ways we’ve seen responsible contractors support their crews — not just physically, but mentally, on and off the job site.

You can tell a lot about a company by the gear they invest in.

If they’re not willing to provide the equipment you need to do the job safely, what else are they willing to risk?

When workers are forced to choose between working unsafe or losing their job, that creates anxiety. It creates tension between field crews and supervisors. And it forces people into dangerous situations — even when they know better.

We work with top contractors who take the opposite approach. They invest in equipment that eliminates risk wherever possible.

They understand that if someone shows up distracted — maybe they were up late, going through something heavy at home — the right system can still keep them safe. That’s not just smart. It’s responsible.

2. Foster Open Communication — Every Day

Years ago, mental health in construction was not a topic of conversation.

If you were in a bad mood, nobody cared. You showed up. You got it done. That mindset cost people their lives.

Now, leading contractors know better. They prioritize regular check-ins — morning meetings, stretch-and-flex, safety briefings — and they make space for their teams to speak up.

When workers feel safe enough to voice concerns without fear of retaliation, everyone benefits. We’ve seen firsthand how a quick conversation in the morning can prevent an incident in the afternoon.

Supervisors and field leaders play a key role here. They set the tone. And when they actually listen — when they lead with care — their crews notice.

More companies than ever are offering support programs, like Employee Assistance Programs (EAPs), onsite nurses, or dedicated wellbeing teams, but those resources only work if people trust them.

We’ve seen proactive companies bridge the gap. They’re not just checking a box — they’re addressing mental health head-on. They make sure workers know about these tools and understand how to use them without judgment. Because mental health isn’t a separate issue — it directly impacts safety, performance, and retention.

A worker going through a personal crisis shouldn’t be conducting a critical lift activity with a crane.

And a company that takes safety seriously will recognize that and respond accordingly.