By Dare Akogun
In this interview with DARE AKOGUN, a workplace well-being advocate and founder of BeWholeNG, Jesudunwo Ibitoye, speaks on the growing mental health crisis among Nigerian workers, the systemic drivers behind it, and what government and employers must urgently do to reverse the trend
Nigeria currently allocates less than six per cent of its national budget to healthcare. From your perspective, how does this low funding directly affect workers’ well-being, particularly mental health?
Honestly, it shows up in very practical ways. It means people don’t have access to affordable mental health support. Many employees are dealing with stress, anxiety, and burnout with little or no help. It has also contributed to brain drain in the mental healthcare sector.
Right now, Nigeria has approximately one psychiatrist to between 800,000 and one million people. That ratio is critically low.
So, what happens is that workers keep pushing through despite their mental health challenges. Over time, it takes a toll not just on them, but on how they show up at work every day.
There is growing concern about stress, burnout, and toxic work environments among Nigerian employees. How serious is this crisis, and what patterns are emerging from your Employee Chronicles platform?
It’s more serious than people think, and what makes it worse is the lack of awareness.
From what we see on Employee Chronicles, it’s different industries but similar stories: burnout, poor management, salary issues, harassment, work overload, and feeling undervalued.
This tells us it’s not just a personal problem; it’s a systemic workplace issue.
Can you explain how workplace mental health challenges are linked to broader economic issues such as productivity, absenteeism, and staff turnover?
The link is very direct. When someone is mentally exhausted, they can’t give their best. They may still show up, but they’re disengaged, less productive, and more prone to errors.
Over time, they either take more time off or leave entirely. When this happens across organisations, it affects productivity on a much larger scale and ultimately impacts revenue.
Many organisations in Nigeria still do not prioritise employee well-being. Why does mental health remain neglected in both public policy and corporate governance?
There’s still a lot of misunderstanding around mental health. Many organisations see it as something secondary instead of recognising its direct impact on performance. At the policy level, it hasn’t been treated as urgent.
There’s also stigma. People don’t talk about it enough, so it’s easy to ignore. When younger employees began opening up about mental health struggles last year, many reactions were dismissive, with some labelling them as lazy. That shows how undervalued mental health still is.
Through Employee Chronicles, what are the most recurring experiences shared by Nigerian workers regarding toxic workplaces?
We see patterns like disrespectful communication, unrealistic deadlines, lack of work-life boundaries, delayed salaries, underpayment, overwork, and workplace harassment.
But beyond these, there’s a recurring sentiment: My workplace is toxic, but I can’t leave because I need the money.
People are enduring rather than thriving. That also shows employers must be part of the solution.
Would you say Nigeria is facing a silent mental health epidemic in its workforce? What indicators support this position?
Yes, absolutely. It’s “silent” because people still go to work daily, so it’s not always obvious. But underneath, there’s exhaustion, frustration, and stress.
You see it in how often people talk about burnout, their lack of enthusiasm for work, frequent job switching, and even physical symptoms linked to stress.
How does the current economic climate, rising cost of living, job insecurity, and inflation compound mental health challenges for employees?
It makes everything heavier. People are dealing with work stress while also worrying about rent, food, transportation, and family responsibilities. Because jobs are hard to replace, many feel stuck.
Even when overwhelmed, they can’t step away. That creates constant pressure.
Experts often link mental health investment to economic growth. How can improved funding translate into measurable economic gains for Nigeria?
When people are mentally well, they perform better. They’re more focused, productive, and consistent. Organisations also spend less on replacing staff or correcting avoidable mistakes. Scaled across the country, this improves overall economic output.
The government has made commitments under global health frameworks. Is Nigeria meeting its obligations, especially regarding mental health?
There have been efforts, but there’s still a significant gap between promises and reality. Access is limited, awareness is low, and mental health is not fully integrated into everyday healthcare systems. More work is clearly needed.
What role should employers play in addressing burnout and workplace toxicity beyond minimum labour requirements?
Employers need to be intentional. It’s about daily workplace culture, how managers communicate, how workloads are managed, whether employees feel safe to speak up, and access to mental health support.
Tracking employee well-being trends and implementing support systems like employee assistance programmes can make a real difference.
Are there specific industries where these issues are more prevalent?
Yes, tech, banking, healthcare, and education. These sectors often have high expectations, limited resources, and overstretched employees.
How can data from platforms like Employee Chronicles influence policy reforms and workplace practices?
One major gap in the mental health sector is the lack of real data. Employee Chronicles captures actual employee experiences. Before sharing, users answer structured questions that reveal mental health gaps within organisations.
This kind of insight helps policymakers and employers make informed decisions based on reality, not assumptions.
What immediate steps should the Federal Government take within the current budget structure?
Even without increasing funding, there are steps that can be taken.
Mental health services should be integrated into primary healthcare, awareness increased, more professionals trained, and policies properly implemented and monitored. It’s not just about funding, but how effectively resources are used.
Is increasing the health budget enough, or are structural reforms also needed?
Increasing funding is important, but not sufficient on its own. There are structural issues around resource allocation, system management, and implementation. Both funding and systemic reforms must go hand in hand.
Finally, what message do you have for policymakers and business leaders?
Mental health is just as important as physical health and should be treated with the same urgency.
It is central to economic growth. If we want a productive and sustainable workforce, we must prioritise people’s well-being.
At the end of the day, work is done by people, and when people are not well, everything else suffers.
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