The first Mental Health Charter At work
Labelled Great National Cause 2025, mental health has become a collective priority. La First Mental Health in Employment Charter, co-initiated by Camy Puech (Qualisocial) and the Alliance for Mental Health and supported by the Government, invites all organizations to take concrete action.
.avif){kind=logo}
Why a Mental health charter?
• 1 out of 4 employees say they are in poor mental health
• Psychological disorders are now the number one cause of long-term sick leave (CNAM, 2025).
Beyond the legal obligation in terms of health and safety, taking action in favor of mental health at work allows companies to:
• To improve the quality of life and working conditions of their employees;
• To strengthen their attractiveness and retain talent;
• To combine social and economic performance in a sustainable manner.
By signing the Charter, organizations affirm their desire to place mental health at the heart of their HR and managerial strategy, for the benefit of their teams and their overall performance.
“With the Mental Health Alliance, we co-created this Charter to offer organizations a simple and concrete framework. The aim: to make mental health a national priority and a daily reality at work.” Camy Puech, Founder of Qualisocial and co-chair of the working group that developed the Mental Health at Work Charter.
The 4 major commitments Of the Charter
1. Raising awareness to demystify mental health
Talking freely about the subject is a first step in building a common culture and fighting against preconceived ideas.
Example of support: awareness-raising training and internal campaigns to break taboos.
2. Establishing a favourable framework for the development of dialogue on prevention, quality of life, organization and working conditions
Social and professional dialogue is an essential tool for improving the quality of life at work and for the prevention of psychosocial risks.
Examples of support: QVCT diagnostics, co-construction devices to open the word and strengthen dialogue.
3. Encourage the continuous improvement of working conditions
Managers and HR managers play a key role in the well-being of employees and the attractiveness of the company.
Examples of support: managerial training programs, support to develop a culture of meaning and support.
4. Support individual situations
Some situations require specific support to maintain mental health and prevent professional disintegration.
Examples of support: hotline, prevention programs, job retention, devices to support specific audiences.
I signed the charter, and after?
Taking action and continuing to stimulate thought is even better.
1. Building an action plan over 3 years around the 4 axes of the Charter and communicate it to the Mental Health Alliance.
2. Appoint a correspondent within its structure to ensure the follow-up of actions.
3. Measure the impact of the action plan at least once a year through a questionnaire intended for employees.
More than 1100 organizations trust us, why not you?
how Does Qualisocial support businesses?
As an actor committed to a better Quality of Life and Working Conditions, for more than 17 years, Qualisocial has been supporting organizations to transform the commitments of the Charter into concrete actions:
• Measuring the state of mental health through internal barometers and surveys;
• Former managers and coworkers mental health issues;
• Building QVCT action plans adapted to the realities of each organization;
• Establishing support systems individual and collective (listening, maintaining employment).
92%
Recommendation rate
150K
interviews per year
.avif)
84%
resolute solutions
70%
Return to work rate on long-term absences
FAQS
Do you have questions?
What is a Mental Health Charter?
A comprehensive mental health platform allows an organization to meet the needs of its employees and its legal obligations in terms of mental health on the 3 levels of prevention: primary (measuring and anticipating risks), secondary (raising awareness to avoid the occurrence of risky situations), tertiary (supporting and dealing with risky situations when they are proven).
A comprehensive mental health platform allows an organization to meet the needs of its employees and its legal obligations in terms of mental health on the 3 levels of prevention: primary (measuring and anticipating risks), secondary (raising awareness to avoid the occurrence of risky situations), tertiary (supporting and dealing with risky situations when they are proven).
Why implement such a Charter in your company?
Because mental health is a determining factor in quality of life, performance and productivity, but it is often poorly taken into account or stigmatized in the world of work.
This Charter makes it possible to integrate mental health into the social, managerial and economic strategy of the organization.
Because mental health is a determining factor in quality of life, performance and productivity, but it is often poorly taken into account or stigmatized in the world of work.
This Charter makes it possible to integrate mental health into the social, managerial and economic strategy of the organization.
How do I sign or join the Charter?
• Send an email to the address indicated (e.g. contact@alliance-santementale.org) to express your interest.
• Complete the online form provided (with the fields first name, last name, company, function, email).
Once a signatory, your organization is committed to deploying actions and advancing its approach.
• Send an email to the address indicated (e.g. contact@alliance-santementale.org) to express your interest.
• Complete the online form provided (with the fields first name, last name, company, function, email).
Once a signatory, your organization is committed to deploying actions and advancing its approach.
How do you measure results or monitor progress?
The signatory organization is ideally committed to defining indicators (e.g. recommendation rate, rate of return to employment after long-term suspension, number of training courses completed) and to reporting on its progress. The Alliance plans to bring together the community of organizations committed to sharing best practices.
The signatory organization is ideally committed to defining indicators (e.g. recommendation rate, rate of return to employment after long-term suspension, number of training courses completed) and to reporting on its progress. The Alliance plans to bring together the community of organizations committed to sharing best practices.
%20(1).avif)
.avif)
