𝐌𝐞𝐧𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 𝐈𝐧 𝐂𝐢𝐯𝐢𝐥 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐄𝐦𝐞𝐫𝐠𝐞𝐬 𝐀𝐬 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐂𝐨𝐧𝐜𝐞𝐫𝐧

…𝒐𝒇𝒇𝒊𝒄𝒊𝒂𝒍𝒔 𝒂𝒏𝒅 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔 𝒉𝒊𝒈𝒉𝒍𝒊𝒈𝒉𝒕 𝒍𝒐𝒏𝒈 𝒉𝒐𝒖𝒓𝒔, 𝒕𝒓𝒂𝒏𝒔𝒇𝒆𝒓𝒔 𝒂𝒏𝒅 𝒍𝒂𝒄𝒌 𝒐𝒇 𝒓𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏 𝒂𝒔 𝒎𝒂𝒋𝒐𝒓 𝒔𝒕𝒓𝒆𝒔𝒔 𝒇𝒂𝒄𝒕𝒐𝒓𝒔

By Lhendup Wangmo

Mental health has emerged as a growing concern in Bhutan’s civil service, with rising cases of stress, burnout and emotional strain reported among government employees. Officials and employees say long working hours, increasing workloads and public accountability are affecting personal wellbeing and workplace productivity.
The issue is drawing wider attention as calls grow for structured interventions such as counseling services, stress management programs and awareness campaigns to address stigma. Globally, workplace mental health is increasingly recognized as part of employment, and Bhutan is beginning to integrate it within the broader framework of Gross National Happiness.

The PEMA Secretariat has announced that the “Workplace mental health care program” is a priority area under its broader commitment to holistic wellbeing. “Based on our mandate, we are committed to addressing mental health through a comprehensive continuum of care, encompassing prevention, response services, treatment services, rehabilitation and reintegration in a holistic manner. Our overarching goal is to promote mental health and resilience across the entire population, and to enhance accessible and quality services for those in need,” the Secretariat said.
It explained that a life-course approach is being applied to build a strong foundation for mental wellbeing from early childhood. Programs have already been initiated for maternal mental health, Early Childhood Care and Development, and for children and adolescents in hospitals and schools. These are being developed with the Ministry of Health and the Ministry of Education and Skills Development, and guided by proper assessments and evidence to ensure effectiveness.

For adults, the Secretariat said a specific focus is being placed on workplace mental health. Expert consultants are conducting a situation analysis of mental health burdens in the workplace, which will inform the design of contextual programs. As an initial step, social media has been used to raise awareness on workplace wellbeing. The Secretariat added that the upcoming program will include leadership training to support mental health, creating supportive environments, and educational programs to reduce stigma and improve literacy.

One of the objectives is to establish mechanisms for early identification of problems and to promote self-care and resilience among employees. The Secretariat noted that the program will not stand alone but will build on existing efforts of the Royal Civil Service Commission and other agencies. Foundational work is expected to be completed by 2025, with implementation beginning in 2026. Partnerships with traditional and digital media are also planned to expand outreach.

Civil servants say these interventions are timely. Pema Yangden, a civil servant, said, “Being a civil servant comes with pride and responsibility, but it also comes with immense stress that we rarely speak about. The deadlines, the constant flow of directives and the pressure to perform perfectly can be overwhelming. Some days, it feels like there’s no time to pause, and the stress follows us home. Over time, this affects not only our health but also our relationships with family and friends. Mental health in the civil service is still not openly discussed, and many of us cope silently, which can make matters worse.”

Singye Dema, another civil servant, highlighted the stress caused by transfers. “Every time we are relocated, we leave behind our support networks, friends, neighbors and sometimes even schools for our children. Adjusting to a new office, colleagues and responsibilities can be emotionally draining. It affects our personal lives and family wellbeing too. Beyond the initial adjustment, there is the ongoing pressure to perform in an unfamiliar environment, learn new systems and build relationships from scratch. These challenges can take a toll on mental health, leading to anxiety and burnout. I hope the administration recognizes that counseling or transitional support could make a significant difference for transferred staff.”

A senior civil servant, who requested anonymity, said the lack of recognition is another challenge. “We work tirelessly behind the scenes, ensuring policies are implemented and services are delivered, yet recognition is rare. When you are underappreciated, stress multiplies and motivation drops. Simple gestures like regular check-ins, constructive feedback and appreciation for the work done could lift morale significantly. Access to mental health resources, counseling or peer support programs would also help us manage stress better and prevent burnout. When civil servants feel supported, they can work more effectively and with greater commitment.”

Dorji Wangchuk, a civil servant, shared similar experiences. “Deadlines are relentless, and sometimes it feels like the work never ends. We are expected to maintain high performance while juggling multiple responsibilities, and there’s little guidance on managing stress. I have seen colleagues struggle in silence because seeking help is still viewed as a weakness. Programs that provide counseling, peer support or even simple check-ins from supervisors could make a real difference. Mental health should be treated as an essential part of our work environment, not an afterthought.”
Kesang Lhamo, another civil servant, said workplace adaptation remains difficult. “For those of us who are new or recently transferred, the uncertainty, constant evaluation and pressure to meet expectations can be overwhelming. Sometimes it feels like there’s no safe space to talk about how we’re coping. Awareness programs and accessible mental health resources would help reduce anxiety and improve morale. I believe if the administration actively supports our wellbeing, employees will be more motivated and better equipped to serve the public effectively.”