Employers, Take Note: 70% of Workers Choose Mental Health Over Higher Pay

Not too long ago, mental health was a taboo in the workplace — something personal, rarely discussed, and certainly not a job perk. But times have changed. Today, employees value their mental well-being just as much as their physical health.

Consequently, more and more job listings now include mental health benefits to lure in new recruits. On paper, these perks seem like a win for workers … But are they really?

Kickresume’s latest survey set out to explore employees’ opinions on mental health benefits — are they actually using them? Do they even have access to them? And, most importantly, do they even care? Here’s what our 1,028 respondents had to say:

39% of employees have quit a job for the sake of their mental health, and another 33% have seriously considered it.
80% of employees reported that work has a negative impact on their mental health, with stress, burnout, and emotional exhaustion being the most common issues.
17% of employees don’t know whether their employer offers mental health benefits at all.
62% of respondents have never used any mental health benefits offered by their employer, even when such benefits were available.
Flexible work arrangements are the most desired benefit to combat work-related stress, chosen by 33% of respondents — far ahead of mental health benefits (19%).
Gen Z and entry-level employees are the most likely to value mental health benefits, with 22% in both groups ranking them as their top choice for managing workplace stress
70% of respondents would choose a job with strong mental health benefits over one with slightly higher pay but no mental health support.

"Work impacts our mental health", says 71% of employees

In order to talk about mental health benefits, it’s worth looking at whether there’s a real connection between mental health and work. Many people find that their jobs influence how they feel, but just how strong is that connection?

71% of our respondents have noticed that work definitely has an impact on their mental health.
For 19%, work affects their mental health only a little bit.
And the remaining 10% don't think that there is any link between the two.

Unfortunately, for the majority of our respondents, this influence is rarely positive. In fact, when asked to specify how work affects their psychological well-being, 80% of respondents reported experiencing some form of negative impact.

The most common issue? Stress! 34% of respondents admitted that work stresses them out. Tight deadlines, heavy workloads, and demanding responsibilities can create a pressure cooker environment.

For 23%, the effects of work don’t stop once they leave the office (or close their laptop). Their mood after work is directly impacted by their job, suggesting that workplace stress seeps into personal life, affecting relationships, hobbies, and overall happiness. Another 23% reported experiencing burnout.

On the flip side, 11% of respondents said that work actually helps them feel better. Meanwhile, 8% stated that work doesn’t affect their mental health at all.

It also seems that the higher people climb the career ladder, the more they feel the weight of their job:

Among entry-level employees, 30% reported feeling stressed due to work, while 16% said their job actually improves their mental well-being.
At the mid-level, stress levels rise, with 35% feeling overwhelmed, and the number of those who find work beneficial drops to 11%.
Senior-level employees experience a similar stress level (35%) but are even less likely to say that work has a positive impact on their mental health (10%).

These results show a worrying trend. While some people find work fulfilling, most find it stressful. What's more, our data suggests that as people advance their career, the toll on their mental health becomes more tangible. With nearly six in ten employees feeling burnt out or having their mood affected by work, the issue of mental well-being in the workplace is definitely pressing.

Quit a job for your mental health? 39% did it!

When stress, burnout, or emotional exhaustion become overwhelming, some employees are willing to take drastic measures to protect their well-being, even if it means leaving their job entirely.

In our survey, 39% of respondents said they have quit a job for the sake of their mental health. This means that nearly four in ten workers have felt that staying in their role was simply not worth the toll it took on their well-being.

Another 33% admitted that they have considered quitting but haven’t gone through with it — at least not yet. And the remaining 28% of respondents said they have never considered quitting for mental health reasons.

When we look at these results from the perspective of generations and career progression, we get results that are somewhat predictable:

Younger workers who have spent less time in the job market, like those from Gen Z, had fewer opportunities to quit their job for mental health reasons. 35% of Gen Z respondents said they’ve done it, compared to 41% of Millennials and 40% of Gen X.
Similarly, entry-level employees reported the lowest rate of quitting for mental health reasons (36%), while mid-level employees had the highest (44%).

However, it's only when we look at the data through the lens of gender that a clear pattern pops up.

Although their responses about how work affects their mental health were nearly identical (differing by only 1–2 percentage points across all categories), women appear to be more willing to take action:

Among female respondents, 46% said they have quit a job for the sake of their mental health, compared to 37% of men.
At the same time, 31% of women have thought about quitting but haven’t done so, while a slightly higher 34% of men fall into this category.

This suggests that, while men and women experience workplace stress and burnout at similar rates, women may be more likely to prioritize their mental well-being when making career decisions. Whether this is due to personal values, workplace dynamics, or other external factors is unclear.

Mental health benefits do exist, although 62% never used them

We've already established that 71% of our respondents believe work has a definite impact on their mental health. We also found that 80% experience some form of negative effect, and that 39% have even quit a job because of it — while another 33% have seriously considered doing so.

Despite the seriousness of the situation, a staggering 62% of our respondents said that they've never taken advantage of any mental health benefits offered by their employer, whether in their current or past jobs.

As for the remaining group, 18% said they've used mental health benefits only a few times, while 10% have relied on them many times, and another 10% have done so once.

When we examine the data by age group, we see that Gen X respondents were the least likely to use mental health benefits:

65% of them have never taken advantage of these resources, the highest percentage of any age group.
At the other end of the spectrum, Gen Z was the most likely to use mental health benefits frequently — 11% of them reported using these services many times, compared to 10% of Millennials and only 7% of Gen X.

This suggests that younger employees are more willing to seek support or that they are entering the workforce with a greater awareness of mental health resources.

The data also reveals to us that men are less likely to use mental health benefits than women:

64% of male respondents said they have never used these benefits, compared to 59% of women.
Women were also more likely to use mental health benefits frequently, with 14% saying they have used them many times, compared to only 8% of men.

Considering how many respondents have admitted to struggling with their mental health due to work, the number of people actually using mental health benefits seems surprisingly low. So, why aren’t employees taking advantage of them? Could it be that they simply aren’t interested?

40% of employers never offered a mental health benefit

It would be easy to dismiss the low usage of mental health benefits by saying that employees simply aren’t interested. But the reality is always more complex. One key factor could be accessibility — or even basic awareness of these benefits.

When we asked respondents whether their current employer provides mental health benefits, the answers were mixed:

These numbers suggest that mental health benefits aren’t as widespread as they may seem — with nearly half of employees reporting that their workplace offers no mental health benefits at all. Even more telling is the fact that 17% of respondents simply don’t know if these benefits exist in their company.

Throughout their careers, many employees have had little to no access to mental health benefits. In fact, 40% of respondents reported that they have never been offered any mental health support by an employer.

Among those who have had access to benefits, the most common option was an Employee Assistance Program (EAP), available to 30% of respondents. These programs typically offer confidential counseling, mental health resources, and referrals to professional services.

Other benefits were even less common. 21% of employees reported receiving a subscription to well-being apps, which help with meditation and stress management. For 20%, therapy or psychiatric care were made more affordable through insurance coverage for mental health services.

Some workplaces provide more direct support, but these offerings remain rare:

15% of respondents had access to on-demand virtual therapy, which allows employees to connect with licensed therapists through online platforms.
An additional 14% reported having paid mental health days.
Workplace mental health support groups were available to 13% of employees, while just 8% could get therapy reimbursement.
Sabbaticals, which offer extended leave for rest and recovery, were the least common benefit, with only 7% of employees ever having access to one.

With mental health becoming an increasingly discussed topic, it might seem like these benefits are widespread. However, our data suggest otherwise. For a significant portion of employees, workplace mental health support has simply never been an option.

Almost half of people haven’t used a mental health benefit at their job

It’s one thing for a company to offer mental health benefits. It’s another for employees to actually use them.

In the previous chapter, we looked at what mental health benefits employees have access to in the workplace. Now, we turn our attention to which of these offerings are truly making a difference — by being used.

The most common response was… none. Nearly half of our respondents (49%) said they haven’t used any mental health benefits offered by their employer.

Among those who have made use of available support, the most frequently used options were subscriptions to well-being apps and Employee Assistance Programs (EAPs) — each used by 17% of respondents.

These two benefits appear to be among the most accessible or approachable forms of support, possibly because they’re less personal and more flexible in terms of how and when employees can engage with them.

Insurance coverage for mental health services, such as therapy or psychiatric care, was the next most commonly used benefit, accessed by 14% of respondents.
Paid mental health days were utilized by 13%, and on-demand virtual therapy platforms were used by 12%.
On the lower end of the spectrum, employee support groups were used by 10%, while therapy reimbursement was accessed by 7%.
Sabbaticals, the rarest benefit overall, were used by just 6% of respondents.

While it’s helpful to look at averages, those numbers can only tell us so much. To better understand who uses mental health benefits and why, we broke our data down by age, career level, and gender — and a few noticeable patterns emerged.

It'd be logical to assume that younger employees, especially Gen Z, would be the most likely to embrace mental health support. But the data tells a more nuanced story:

While Gen Z showed strong engagement with some resources (like EAPs at 18% and support groups at 12%), half of them (50%) reported not using any mental health benefits at all — the highest non-usage rate of any generation besides Baby Boomers.
Gen X showed some of the highest usage rates across the board — from virtual therapy (16%) to well-being apps (19%). Only 47% of Gen X respondents reported not using any benefits, which is slightly better than the overall average.

Our data also revealed that men and women were equally likely to report not using any benefits (49%). But among those who did use mental health resources, women consistently showed higher engagement than men across nearly every category — from well-being apps (20% vs. 16%) to support groups (11% vs. 10%).

This reflects earlier findings in the survey, where women were also more likely to say they had quit a job for their mental health.

Overall, the usage numbers follow a clear pattern: most benefits that are widely offered are also more likely to be used — but not by everyone who has access to them. It’s clear that simply offering mental health perks might not be enough.

Mental health benefits most valued by Gen Z

To fully understand the relevance of mental health benefits, it’s worth looking at how they stack up against other types of support. When it comes to handling the stress and pressure brought on by work, what do employees actually want?

We asked respondents to choose the one benefit they’d most like to receive to help manage stress and improve their well-being. Their answers offer a clear picture of what kind of support truly matters in today’s workplace.

Here’s how they responded:

Women (38%) were the most enthusiastic about flexibility — more than men (31%). This could reflect the continued expectation that women balance work and caregiving duties, or simply a stronger desire for autonomy.
Gen X (36%) and Millennials (34%) lead the demand for flexible work, possibly because they too are balancing work with parenting or caregiving responsibilities.
Mental health benefits were most valued by Gen Z (22%) and entry-level employees (22%) — tying for second place after flexibility.
Oddly enough, C-suite executives (16%) were the least likely to prioritize mental health benefits.
While PTO ranked second overall (21%), C-suite executives (25%) valued it even more.
Gen Z (12%) and mid-level employees (11%) were most interested in opportunities for growth and upskilling.

This data shows that mental health support may not always be the top-ranked benefit, but it still plays a crucial role — particularly for the most vulnerable and early-career employees. And that’s something employers can’t afford to overlook.

Still, it’s clear that employees want more than just mental health benefits to manage stress — they want more time, more autonomy, and more balance. Flexibility and time off ranked significantly higher than traditional wellness perks.

Mental health benefits outweigh higher pay

While mental health benefits might not have ranked at the very top of the list when employees were asked to pick just one stress-relieving perk, that doesn’t mean they’re seen as optional.

In fact, when we asked respondents directly about the importance of mental health benefits in the workplace, their answers told a different story — one that makes it clear just how deeply people value this kind of support.

A full 71% of respondents said it’s either “pretty important” (37%) or “super important” (34%) that their employer offers mental health benefits. Only a small minority felt neutral or dismissive: 20% said they’re neutral, while just 9% said it’s not that important.

The results show consistency across age groups, genders, and career levels, with only minor variations. Regardless of background or role, the overwhelming sentiment was the same: mental health benefits matter.

And when push comes to shove, they can even outweigh salary.

In a hypothetical choice between two jobs — one offering a great mental health benefits package and the other offering slightly higher pay but no mental health benefits at all — the majority of respondents made their priorities crystal clear. 70% said they would choose the job with better mental health support, even if it meant giving up a bit of extra income.

These numbers tell us that employees don’t just appreciate mental health benefits in theory — they’re willing to give up money for well-being. In an era where burnout is common and work-related stress spills into personal life, mental health benefits aren’t seen as perks anymore. They’re essentials.

Even if employees don’t always use their mental health benefits, it’s vital that they know they’re there. For many, just knowing that support is available can make all the difference.

Final thoughts

Not too long ago, mental health was rarely acknowledged in the workplace. Today, that’s changed — employees are increasingly aware of the impact work has on their well-being, and many now expect their employers to recognize and address it.

That said, mental health remains a complex and sensitive issue. Not every employee will use the benefits available to them. Some may never feel the need, others might not feel comfortable doing so. But that doesn’t diminish the importance of making those resources available.

What matters is that support exists — and that it’s visible. Our findings suggest that employees value mental health benefits not only for practical reasons, but also for what they represent: a workplace that takes mental well-being seriously.

Demographics

Age Distribution

Under 18 – 0.4%
18–27 – 13.8%
28–43 – 51.9%
44–59 – 29.9%
60–69 – 3.0%
70–78 – 0.6%
79 or above – 0.4%

Gender Composition

Male – 70.1%
Female – 28.2%
Other – 1.7%

Seniority Level

Entry-level – 13.5%
Mid-level – 41.1%
Senior-level – 40.4%
C-suite / Executive – 5.0%

Note

This anonymous online survey by Kickresume, conducted in March 2025, gathered insights from 1,028 global participants on mental health benefits at work. All participants were reached via Kickresume's internal database, primarily consisting of Kickresume users.

About Kickresume

Kickresume is an AI-based career tool that helps candidates source jobs and raise salary with powerful resume and cover letter tools, skills analytics, and automated job search assistance. It already helped more than 6 million job seekers worldwide.