The modern workforce is increasingly prioritising mental wellbeing when considering job opportunities. Across Southeast Asia, a significant portion of job seekers now weigh mental health benefits as heavily as salary and career progression.

In fact, 1 in 5 job seekers across the region consider mental health benefits a deal-breaker when assessing job opportunities. While corporate wellness initiatives and Employee Assistance Programmes (EAPs) remain relevant, job seekers are placing greater emphasis on internal workplace factors such as supportive leadership, flexible work structures, and an overall culture of wellbeing.

These insights stem from the study, “How does workplace wellbeing support impact talent acquisition and retention?” conducted by Intellect and Milieu Insight. The research surveyed 6,000 employees across six Southeast Asian markets – Singapore, Thailand, Malaysia, Indonesia, Vietnam, and the Philippines.

Workplace wellbeing remains a persistent challenge

Despite rising awareness, employee wellbeing struggles persist. Nearly half (49%) of respondents reported feeling exhausted, with the Philippines leading at a staggering 60%. Additionally, 36% experienced feelings of mental detachment, negativity, or cynicism towards their jobs in the past year.

Paradoxically, despite these negative sentiments, 72% of employees still rated their overall mental health as 'good' to 'very good'. This discrepancy suggests that fear of repercussions or a lack of self-awareness may lead employees to downplay their stress levels.

For businesses, this highlights the importance of going beyond superficial wellbeing assessments to uncover and address the real sources of workplace stress and disengagement.

Also Read: Experiencing burnout? How your employer can help

The cost of neglecting mental health benefits

The demand for mental health support is evident: two-thirds of employees used some form of mental health resource in the past year. Yet, there remains a gap between availability and access, with more employees seeking these benefits than employers offering them.

At the same time, financial incentives still hold considerable weight. A significant 65% of employees stated they would consider accepting a role without mental health benefits if the pay increase was substantial enough.

On average, workers across the region would require at least a 29% pay bump to make the switch, with Thai employees setting the highest threshold at 50%.

“Employers in Southeast Asia are starting to make mental health benefits accessible, but an Employee Assistance Programme is not the be-all and end-all,” noted Theodoric Chew, co-founder and CEO of Intellect.

“These benefits need to be reinforced by strong leadership, supportive policies, and a culture that prioritises wellbeing. Ultimately, a company’s wellbeing strategy is only as strong as the culture and leadership behind it. When businesses foster truly supportive environments, they empower employees to thrive, stay engaged, and reach their full potential.”

Also Read: Leadership and emotional intelligence

Internal support outweighs external perks

The research underscores that while external mental health benefits matter, employees place greater value on leadership, workplace culture, and direct team support. The most impactful source of support came from colleagues (45%), followed by direct managers (20%).

This finding highlights an opportunity for HR teams to focus on fostering leadership skills and building psychologically safe workplaces rather than relying solely on external benefits.

Kelvin Li, CFO and co-founder of Milieu Insight, reinforced this view: “Workplace culture, leadership, and flexibility now play a critical role in career decisions, and companies that fail to address these areas may struggle with retention and engagement, even if they offer competitive pay.”

Organisations are thus encouraged to invest in leadership development, cultural transformation, and workplace policies designed to enhance psychological safety to gain a competitive edge in attracting and retaining talent.