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Living with a long-term physical health condition doesn’t just affect the body. It affects how people sleep, work, eat, move, think, and show up for the moments that matter most in life.

Yet for many people, care still feels fragmented. Support for mental and physical health  is scattered across point solutions, vendors, and disconnected tools, leaving individuals to do the hard work of coordination on their own.

At Lyra, we believe care should meet people where they are, not force them to navigate it alone.

That’s why we built the Health Challenges Toolkit: a personalized set of resources and guided support designed for people living with co-occurring physical health conditions, now available worldwide on the Lyra platform.

Mental health care that reflects real life

The Health Challenges Toolkit helps members find support aligned with what they’re experiencing physically and emotionally each day.

Instead of treating mental health in isolation, the Toolkit brings together guided resources, educational content, and direct pathways to care for conditions where mental supports physical health including:

Members can explore videos and learning tools tailored to their specific challenges, connect directly with a mental health provider when they need deeper support, and access integrated benefits that link them to relevant physical health partners, creating a more connected experience across care.

Grounded in evidence-based approaches, the Toolkit is designed to address the emotional realities that often accompany co-occurring physical health conditions: stress, uncertainty, fear, burnout, and loss of control.

This isn’t one-size-fits-all support. It’s care shaped around real life challenges.

Support that continues between sessions

Members can combine therapy with tailored digital tools that reinforce learning and skill-building over time, including:

By bringing care, tools, and resources together in one place, Lyra helps members turn learnings into lasting change.

What integrated support looks like in practice

For Maya, chronic pain affects her sleep, energy, and ability to stay engaged at work. Through Lyra, she gets care that helps her learn new ways to manage pain and engage in the things that matter to her.

For James, insomnia isn’t just about sleep. It’s anxiety, irritability, and feeling depleted day after day. The Toolkit connects him with care that addresses both mental and physical patterns.

For Raj, weight management is more than a number on the scale. Lyra helps him navigate body image concerns, fear of setbacks, and the emotional pressure that persists long after others assume the journey is over.

Different challenges. One integrated experience.

One platform, one connected experience

For many people, the hardest part of getting care isn’t willingness, it’s navigation.

Only Lyra brings mental health care and employer-sponsored health benefits together in a single, unified platform. Instead of juggling multiple vendors or starting over with each new condition, members can access personalized, coordinated support that evolves with them.

That means less friction, clearer next steps, and care that’s easier to use and stick with.

Better outcomes for people and organizations

The Health Challenges Toolkit reflects Lyra’s commitment to treating mental and physical health as deeply interconnected.

For employees, this means support that feels relevant, compassionate, and sustainable.

For employers, it means a healthier workforce, stronger engagement, and a more effective way to help control escalating medical spend.

And for the broader health care system, it’s a move away from fragmented point solutions toward integrated care that actually works.

The Health Challenges Toolkit is a more thoughtful way to support long-term health because no one should have to manage a health challenge alone.

A more connected approach to mental health starts here

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Uncertainty at work is everywhere right now, and it’s weighing on people more than most leaders realize.

Job insecurity doesn’t need to show up as layoffs to take a toll. It often lives in the background as second-guessing in meetings, more cautious decision-making, and late-night worry about what comes next.

This kind of uncertainty is a form of chronic stress. When people don’t know whether their job, role, or future is secure, their nervous system stays on high alert. Over time, that constant vigilance can erode mental well-being and spill over into physical health, focus, and performance.

Research shows that even the perception of job insecurity is linked to higher levels of anxiety, depression, burnout, and health risks. In a climate shaped by economic volatility, public layoffs, and rapid technological change, these effects are becoming harder—and riskier—for organizations to overlook.

How employers respond makes a big difference. Clear communication, transparency, and access to mental health support can steady employees and preserve trust, while ambiguity or silence can quickly intensify stress and disengagement.

The impact of job insecurity in the workplace 

When job insecurity and stress linger, people focus on survival rather than growth. Over time, that stress compounds, and it can quietly affect many parts of a person’s mental health, including:

When employees are stuck in “Will I be OK?” mode, their energy naturally shifts toward self-protection. The impact doesn’t stop with individuals, it shapes how teams collaborate, how risks are taken, and whether people can imagine a future with the organization.

How employers can reduce the impact of job insecurity

You can’t always remove uncertainty, but you can reduce its harm by sending consistent signals of clarity, care, and fairness, so employees aren’t left guessing about their value or their future.

#1 Be transparent and communicate often

Silence fuels anxiety. You don’t need a perfect message—clear and honest beat vague and polished every time. Employees need regular updates about what’s changing, what’s not, and what it means for them.

Even simple statements like, “As soon as I know and can share something, I will. I’m committed to being as transparent as possible,” can build trust and calm uncertainty.

#2 Handle layoffs and role changes with empathy

How organizations manage change matters for both departing and those who remain after layoffs and restructuring. 

Be explicit about what comes next: what priorities are shifting, what stays the same, and how workloads will be adjusted. If a longer-term plan isn’t finalized yet, offer clear short-term direction and let employees know when they can expect an update. When people don’t see a plan, they often assume there isn’t one.

#3 Build psychological safety

Employees need to feel safe sharing concerns about job insecurity, asking questions, and learning from mistakes, especially during uncertain times.

Managers play a critical role here. They’re often carrying their team’s questions and fears, along with their own. Leaders should equip managers with clear guidance, tools, and backing, so they can support teams without burning out themselves.

#4 Recognize employees

Recognition reinforces a sense of value and belonging—something that often erodes during periods of uncertainty.

A comment like, “You stepped in to untangle the client issue and kept the project moving—your follow-through made a real difference,” can reinforce employees’ sense of purpose and decrease job insecurity. Be specific about what they did, why it mattered, and what you want more of—that’s what sticks.

#5 Offer flexibility and career clarity

Even when change is unavoidable, helping employees feel some control over their future can ease anxiety.

When you can, share future signals—what skills will matter, which roles are evolving, and how employees can grow with the organization. Uncertainty shrinks when people can see a path forward.

#6 Support mental well-being

When job security feels uncertain, mental health support matters more than ever:

In uncertain times, many employees go quiet when they’re struggling. Proactive reminders and regular check-ins can make the difference.

Uncertainty is inevitable—support is a choice

Job insecurity is a powerful source of stress that can impact how people think, feel, and show up at work. When employers recognize job insecurity as a risk factor for mental health strain, not just a temporary morale issue, they reduce harm, help employees feel less alone, and create the conditions for trust, engagement, and resilience.

When organizations think about supporting women at work, the conversation often starts with visible milestones: maternity leave, flexible schedules for new parents, or mentorship programs. But women’s mental health needs extend far beyond those moments.

Across cultures, careers, and life stages, many women navigate life transitions that are deeply impactful but often overlooked, from fertility journeys and pregnancy loss to menopause. Many women also manage an incredibly high mental load of balancing caregiving, relationships, and work.

The data reflects this reality. Women are nearly twice as likely as men to experience depression and anxiety, with risk increasing during key life transitions like postpartum and menopause. Yet many women still hesitate to seek support at work. Globally, two-thirds say they feel uncomfortable discussing mental health at work, and more than half feel they don’t receive adequate support.

At Lyra, we believe supporting women means providing care that evolves as their needs do. That’s why we’re excited to announce our new Women’s Mental Health Toolkit, now available globally to Lyra members.

Care designed for her reality

For many women, access isn’t the only barrier—time and complexity are just as challenging. When someone is already balancing career demands, family responsibilities, and personal health, finding the right support shouldn’t feel like another job.

Our new toolkit was designed to remove that friction. It’s a dedicated space where members can quickly find the right support that is tailored to their needs.

The toolkit includes:

The impact of this integrated approach is already clear. In early rollouts, 35% of members who received integrated fertility benefit recommendations engaged with the feature, proving that when support is easy to find, women are more likely to use it.

A new level of celebration and support

When support is limited to a few select areas, women often feel they have to navigate the rest of their health in silence. To truly invest in the female workforce, we are providing a single home for support that spans from early career to the executive level, including areas that have historically been overlooked. Our toolkit provides support across:

By bringing these experiences into one coordinated platform, women can access support that reflects the complexity of their lives, without navigating disconnected resources.

Moving beyond advocacy to action

Celebrating women means more than recognizing milestones—it means building systems that help them stay, thrive, and lead. The Women’s Mental Health Toolkit represents a step toward more specialized, accessible care designed for real-life needs.

Taking on the role of caregiver is an act of deep love and commitment. And while it can be meaningful and rewarding, it can also come with constant pressure, emotional overwhelm, and exhaustion that feels bone-deep.

If that sounds familiar, you’re not alone. One in every four people is a caregiver—a number that has grown 50% in the last decade. As caregiving responsibilities increase, so does stress. In Lyra Health’s State of Workforce Mental Health Report, nearly one-third of workers who reported rising stress attributed it to balancing job demands with caregiving responsibilities.

If you’re experiencing caregiving fatigue, it’s important to remember that caring for your own needs isn’t selfish—it’s essential. We’ll walk you through what caregiver fatigue looks like, how to recognize it, and practical ways to protect your well-being while continuing to support others.

What is caregiver fatigue?

Caregiver fatigue refers to the physical, mental, and emotional exhaustion that can develop when caregiving demands become overwhelming or long-lasting. Left unaddressed, it may lead to caregiver burnout—when stress becomes chronic and leaves caregivers feeling detached and less effective in their role. 

Jenson Reiser, a licensed clinical psychologist and Clinical Quality Supervisor at Lyra Health, describes caregiver fatigue as a “persistent state of exhaustion and reduced energy—not a temporary episode of tiredness—that occurs when a caregiver has taken on too much.”

Some caregivers also experience compassion fatigue, also known as secondary traumatic stress, which can arise from witnessing ongoing suffering in the person you’re caring for. Unlike general caregiver fatigue, which typically builds over time, compassion fatigue may appear relatively suddenly especially after exposure to a single specific or series of specific distressing events or traumas and may include emotional numbness, loss of empathy, and decreased motivation.

Signs you may be experiencing caregiver fatigue

Recognizing the signs of caregiver fatigue can help you seek support before exhaustion deepens. 

Mental and emotional signs

These symptoms can overlap with other mental health conditions. Caregivers are also at higher risk for challenges like depression, which makes it especially important to speak with a mental health professional who can help clarify what support would be most helpful. 

Physical signs

Caregiver fatigue can also affect physical health. Studies have shown that caregivers may face higher risk for certain health conditions, including obesity, asthma, chronic obstructive pulmonary disease, and arthritis.

Reiser notes that caregivers may also unintentionally neglect their own physical health to focus on those they care for. They may:

Over time, these patterns can compound caregiver fatigue.

How to manage caregiver fatigue

If you’re feeling overwhelmed, small shifts can make a big difference:

1. Practice self-compassion

“The struggle is real, very truly real,” says Reiser. “If you find it hard to offer yourself validation for the difficulty of this work, consider connecting with other caregivers through a support group or even an informal group chat. Notice how easily you offer compassion to others and allow yourself to receive the same kind of support in return.”

2. Ask for help

Asking for help isn’t always the easiest thing to do. “Notice and gently challenge any thoughts that tell you that asking for help is a weakness or a caregiving failure,” Reiser says. 

Asking loved ones for a few hours or days of care can help you prioritize your own health. If others can’t step into direct caregiving roles, consider delegating related tasks like grocery runs, childcare pick-up, laundry, or errands. When someone offers help, try suggesting a specific task, date, and time.

3. Seek emotional support

Sometimes what helps most is simply being heard.

“Don’t underestimate the power of having a trusted person listen to you and say, ‘That sounds so incredibly hard,’” says Reiser. “If you’re not looking for advice or problem-solving, say so up front.” Identify people who can listen without trying to fix everything.

Talking to someone can help

Coaching and therapy can provide a supportive space to process the emotional toll of caregiving, while building skills for stress management, boundary setting, and self-compassion.

Lyra’s providers are trained to address caregiver fatigue, offering personalized tools to help you feel better, regain balance, and prioritize your own well-being. Members can also access guided meditations, breathing exercises, and other resources for daily support.

Hustle culture once signaled ambition. Long hours meant dedication. Taking on more meant creating value. And being available at all hours was seen as the price of success. 

But for Gen Z in the workplace, that equation is starting to break down—not because they don’t want to work hard, but because they’re asking a different question: What does high performance look like when pressure is constant and recovery is rare?

As workplace stress rises, some traditional expectations are starting to feel less like a path to growth and more like a fast track to burnout. As a result, more younger employees are disengaging, changing jobs, or questioning whether their employer’s definition of success is one they can sustain. 

Employers don’t need to lower standards to respond to this shift. But they may need to clarify priorities, reduce unnecessary friction, and design work for endurance, so effort actually translates into outcomes.

Burnout is a performance risk

“Burnout” gets tossed around to describe a busy week. But clinically and operationally, it’s more specific: burnout tends to emerge when stress becomes chronic—when people feel depleted, begin to view work more negatively, and lose confidence in their ability to do their job well.

Burnout often shows up in three ways:

Burnout is usually a signal that the environment, such as workload, clarity, support, or pace, has become unsustainable. And hustle culture often reinforces exactly the conditions that create it: constant urgency, unclear priorities, and implied expectations that expand over time.

Why the Gen Z workforce sees hustle culture differently

Gen Z already makes up a significant share of the workforce—nearly a third globally—and many started their careers amid pandemic disruption, economic volatility, and highly visible layoffs. For them, work has rarely felt stable.

That context shapes how they interpret hustle culture. When long-tenured employees can be laid off despite years of dedication, the idea that “work harder = job security” feels less reliable. Hustling can start to feel like a risk without a clear return.

The Gen Z workforce is also more open than other generations about mental health, and 68% report high work-related stress. Many are willing to work hard, but they’re less willing to normalize constant strain as the default and are willing to leave roles that compromise their well-being. What they’re questioning isn’t effort. It’s whether always-on pressure is necessary—or productive—over time.

What Gen Z in the workplace actually values

For employers, managing Gen Z in the workplace begins with understanding what helps younger employees stay engaged and perform under pressure, and what quietly drains capacity.

1) Purpose that connects effort to outcomes

Compensation matters, especially in an uncertain economy. But many in the Gen Z workforce also want clarity on:

When purpose is vague, it’s easier for work to feel like endless output rather than meaningful progress.

2) Credibility and follow-through

Gen Z pays close attention to whether organizations follow through on stated commitments, including DEI and social responsibility. Engagement erodes quickly when there’s a gap between what companies say and what employees experience.

3) Inclusion that accounts for different needs and working styles

For many younger employees, inclusion includes neurodiversity, anxiety, and different ways of processing information, not just identity. In fast-moving, unclear environments, some employees fall behind not because they lack capability, but because the pace leaves little room for:

4) Psychological safety and clarity

Many Gen Z employees expect to be able to:

Without psychological safety, employees don’t always speak up. They often withdraw, disengage, or start looking elsewhere.

5) Flexibility as a performance tool

Flexibility isn’t always about doing less. It’s often about doing better work:

In a world where technology makes everyone reachable, the distinction between being able to respond and being expected to respond matters more than ever.

6) Mental health support that’s visible and usable

Gen Z reports high stress and is more likely to seek support. Generic wellness messaging or hard-to-navigate benefits don’t meet the moment. They expect support that is:

These expectations reflect a recalibration around sustainability—something every generation benefits from.

7) Manager support as a powerful burnout buffer

Across research and in practice, manager support consistently shows up as one of the strongest protective factors against burnout. Support looks like:

Recovery isn’t optional, it’s how performance is sustained

Protected time and clear boundaries aren’t perks; they’re what allow employees to sustain energy and focus over time. Without recovery, even high performers eventually hit limits.

Gen Z isn’t rejecting effort. They’re challenging the idea that constant pressure is the only path to success. When work is designed for endurance, with clear expectations, manageable workloads, and meaningful mental health support, performance becomes more sustainable.

The organizations that adapt won’t just engage younger employees. They’ll build workplaces where people can perform—and stay—for the long term.

There’s no one “right” way to embody womanhood. Women are an incredibly diverse and expansive group of people, with their own unique needs, perspectives, and preferences.

While we often celebrate women for qualities like strength, compassion, or beauty, we must also make time to honor their full humanity—one that champions struggle and strength. Compassion and a commanding presence. Women are broader and more complex than a single adjective, definition, or stereotype. The complexity is worth honoring.

Whether you identify as a woman or an ally, you can champion and honor others by finding ways to support women’s mental health and well-being.

4 ways anyone can support women’s mental health

Empowering the women in our lives goes beyond office walls—it’s a movement that resonates in our personal connections, too. From workplace initiatives to advocating for individuals in our communities and family, here are some ways that you can show up to support women’s mental health:

#1 Broaden your definition of womanhood

#2 Ask and listen

#3 Amplify the work and voices of diverse women

#4 Notice discrimination and speak up

4 ways women can support their mental health

#1 Be who you are wherever you are

For some, work and social circles can come with an unspoken pressure to fit in. In turn, you may feel like you need to tone down your sensitivity, emotions, or unique perspective. But honoring your identity means choosing how you want to show up in your life. Sometimes, that can look like separating yourself from the belief that you must blend in to put others at ease. Other times, it can mean accepting that you are the author of your own story.

#2 Practice self-compassion

Ever talk to a friend who could use some words of comfort? What did that sound like? Try offering yourself the same compassion that you would give to a loved one in need of encouragement.

Despite how stressful some experiences may be, women are often met with messages to “stay strong” and “push through.” In reality, it’s OK and healthy to need space to process the burdens or obstacles you face and the feelings you have about your experiences—good and bad.

#3 Reconsider self-care

There’s no “right” way to practice self-care. Everyone’s approach is different, which means it can be hard to know where to start. To begin, try asking yourself the following questions:

#4 Set boundaries and protect your space

Intentionally surrounding yourself with safe, supportive people can work wonders for your mental health. Instead of spending time with people who you feel are emotionally draining, try hosting meals or coffee chats with people who support your definition of womanhood, empowerment, and community.

Connect with a mental health expert who’s right for you

Your health matters, but it’s not always easy to ask for help, set boundaries, or speak up. This is where a Lyra mental health provider can help.

Therapy isn’t only for those experiencing a mental health crisis or having a “breakdown.” Anyone can benefit from prioritizing their emotional wellness. Professional support can also be helpful when you’re struggling to make changes that you know will improve your well-being.

In today’s fast-paced, interconnected world, the lines between personal and professional life can easily blur, leading to burnout, stress, and a lack of work-life balance. Setting boundaries at work is an essential step to protect your well-being while boosting your job satisfaction and success. Read on for how to set boundaries to better your work-life integration.

Why is setting boundaries at work important?

Before we consider how we’re showing up as an employee, we must take care of the person who’s showing up to work. Work-life balance starts with prioritizing ourselves and what matters to us, and boundaries are key to supporting that practice.

If we’re a manager or leader, setting boundaries at work helps us show up for our teams in a way that’s resourceful, respectful, creative, and supportive. This helps us create workplace cultures that make people want to stick around. Setting boundaries gives you the space to take care of your mental health, which can in turn boost job satisfaction, morale, and a sense of unity. Here are some key benefits of boundaries at work.

#1 Stress reduction

When you’ve set limits on the amount of work, type of tasks, and hours you take on, you can better manage your workload and avoid feeling overwhelmed.

#2 Increased productivity

By setting boundaries in the workplace, you can focus on tasks that align with your role and responsibilities. Boundaries allow you to prioritize work effectively, concentrate on essential tasks, and avoid getting sidetracked by distractions or non-essential requests.

#3 Respect and professionalism

Clearly communicating your work boundaries shows professionalism and self-respect. It also encourages your colleagues to treat you with respect and acknowledge your needs and limitations, leading to healthier working relationships.

#4 Work-life balance

Setting clear limits between work and personal life can help you avoid burnout and maintain your overall well-being. Without setting workplace boundaries, you might feel pressured to take on additional tasks or projects. This can contribute to lower performance and quality of work.

#5 Personal growth

Setting boundaries at work requires self-awareness and assertiveness. Learning how to set boundaries can lead to personal growth as you become more confident in expressing your needs.

#6 Mental well-being

Mental health at work is becoming a focus for more organizations and boundaries are essential for mental and emotional health. When we don’t have strong work boundaries, we can experience burnout, anxiety, and depression.

#7 Better conflict management

Setting boundaries at work can help prevent conflicts and misunderstandings. When everyone is clear about each other’s boundaries, it’s easier to collaborate effectively.

#8 Maintaining focus on career goals

Setting boundaries helps you stay focused on your long-term career goals. By saying “no” to tasks or responsibilities that don’t align with your objectives, you can better prioritize opportunities that contribute to your professional growth.

#9 Job satisfaction

Taking control of your time, energy, and personal space can boost your satisfaction and effectiveness at work.

What are the types of boundaries at work?

Interpersonal boundaries refer to the limits, rules, and guidelines set to define emotional, physical, and mental space. These limits determine how we interact with others, how much we’re willing to give or receive, and what behaviors we find acceptable. Interpersonal boundaries can be both explicit and implicit, and they play a crucial role in maintaining healthy and respectful relationships, whether in personal or professional settings.

Mental boundaries

Mental boundaries protect your thoughts, beliefs, and values. They help you have a clear sense of self and set limits on what information and ideas you take in.

Examples of mental boundaries include:

Physical boundaries

Physical boundaries protect your personal space and regulate physical contact with others. They also help you maintain physical autonomy and a sense of safety. Physical boundaries at work have become more muddled for those working from home but are still relevant. If you’re going to an external workplace, there’s an implicit boundary that’s created between work and home. Meanwhile, some of us are working where our family eats dinner or in the same room where we sleep.

Examples of physical boundaries include:

Emotional boundaries

Emotional boundaries involve recognizing, understanding, and protecting your emotions. They allow you to differentiate between yours and others’ feelings so you can be empathetic without feeling overwhelmed by their emotional experiences.

Examples of emotional boundaries include:

How to set boundaries at work

Setting boundaries at work can be challenging, but it’s essential for maintaining your well-being and productivity. Here are 10 actionable examples of how to set boundaries at work:

#1 Communicate clearly

Be open and direct about your work boundaries. Clearly state what you are and aren’t comfortable with.

Example: “I prefer not to be contacted during weekends, except for emergencies. Please reach out to me during working hours if you need anything.” It can also help to give explicit examples of what you mean by “emergencies” to help clarify any ambiguity.

#2 Say “no”

It’s OK to decline additional tasks or projects when you’re already stretched thin. Prioritize your workload and politely decline when necessary. We all want to do a good job at work and feel that we’re contributing, but we can’t put our best foot forward if we’re not caring for ourselves. Sometimes that means considering and offering a thoughtful “no” in a moment when we might automatically or reflexively say “yes.”

Example: “I appreciate the opportunity, but my current workload won’t allow me to take on this project. Can we discuss it at a later time?”

#3 Set limits on overtime

Avoid overextending yourself by setting boundaries on working late or taking work home consistently. If you‘re requesting something or need to uphold a boundary, express this need politely.

Example: “I understand that X is important, and I’m tracking that. Is it possible to extend this deadline so that I can show up to both of these priorities in a way that feels productive? If shifting this deadline isn’t possible, what would you like me to de-prioritize at this time in order to meet this need?”

#4 Manage interruptions

Minimize interruptions by setting specific times for focused work and letting colleagues know when you’re unavailable. You can also block your calendar during those times so if colleagues attempt to schedule during those hours they’re notified that you are unavailable to collaborate.

Example: “I have dedicated ‘focus time’ from 10 a.m. to noon daily. Please avoid scheduling meetings or interrupting during this period.”

#5 Use technology wisely

Set boundaries with digital communication tools. Avoid responding to work-related messages during your personal time, if possible.

Example: “I won’t be checking work emails after 7 p.m. If it’s urgent, please call or text me.” Again, it’s helpful to provide examples of what “urgent” means to you to clarify any potential confusion.

#6 Delegate when possible

Monitor your workload and delegate tasks or responsibilities to others when appropriate.

Example: “I trust your expertise on this matter, so I’d like to delegate the task of coordinating the meeting to you.”

#7 Define acceptable behavior

Set boundaries for appropriate workplace behavior to maintain a respectful and comfortable environment.

Example: “Let’s keep our discussions professional and avoid making personal comments about each other.”

#8 Seek support

If you’re facing challenges or boundary violations at work, discuss them with your supervisor or HR team.

Example: “I’m finding it difficult to manage my workload effectively. Can we discuss strategies for how to set boundaries to maintain productivity?”

#9 Give yourself compassion

Create some space and time to check in with yourself every day before work to see how you’re feeling. What you need day-to-day might change. You may feel able to say “yes” to more work or an extra shift one week, but not the next, and that’s OK.

Example: Pause and check in with yourself before responding to a request. Don’t just automatically agree to it because it worked last week. Your capacity may be different this week.

#10 Pay attention to cultural differences

For leadership, it’s important to recognize that boundaries can intersect with someone’s sense of identity and cultural affiliations. For example, somebody who identifies as belonging to a historically marginalized group might feel less empowered to create or uphold boundaries at work. People who hold more privilege in the workplace or who are in a position of power might be less practiced in offering flexibility to individuals who are requesting that a boundary be upheld. Investigating who we are at work from the standpoint of identity, power, and privilege can help to inform the way we build healthy boundaries at work.

Example: People in positions of power in the workplace might say to their employees, “I realize some folks have a hard time asking for what they need. Would it be helpful to check in periodically, to make sure you’re not feeling overwhelmed?”or “How can I empower you to ask for what you need when it comes to work-life balance?”

What are examples of unhealthy and healthy boundaries at work?

Healthy boundaries are characterized by clear and respectful limits set to protect physical, emotional, and mental well-being that encourage trust and mutual respect. On the other hand, unhealthy boundaries often involve overstepping personal limits, leading to feelings of discomfort, resentment, and potential harm in both personal and professional interactions.

Examples of healthy boundaries at work include:

Examples of unhealthy boundaries at work include:

Maintaining healthy boundaries in the workplace fosters a positive and productive environment where individuals feel respected, valued, and able to thrive professionally. Conversely, unhealthy boundaries at work can lead to conflicts, stress, and a toxic workplace culture. Being aware of these examples can help promote healthier relationships and interactions in the workplace.

How to handle boundary violations

When we feel our workplace boundaries being overstepped, the first thing to do is slow down. Often we don’t even realize until the boundary has been pushed well beyond our limit that it’s becoming uncomfortable. It’s important to recognize when our boundaries start to feel infringed upon so we don’t get to a point of panic and alarm.

Perhaps your manager is asking you to work an extra eight hours a week but you know that’s not possible. At what point do you start to notice your discomfort rising? How can you slow down? Acknowledge that sensation, investigate what it might be trying to tell you, and then make an informed choice about whether or not you want to uphold your boundary or find a way to create some compromise or flexibility. Reminding yourself that you have a choice can help correct unhealthy responses to boundary violations.

Clearly reinforce your boundaries. Politely but firmly restate your boundaries to the person, making sure they understand your limits.

Example: “I appreciate your interest in discussing personal matters, but I prefer to keep those conversations outside of work hours.”

Set consequences. Make it clear that there will be consequences if the person continues to ignore your work boundaries.

Example: “If you continue to call me during my lunch break, I’ll have to silence my phone to avoid interruptions.”

Limit your availability. If the person keeps intruding, reduce your availability or responsiveness to establish boundaries.

Example: Responding to non-urgent messages or emails only during designated hours.

Enlist support. Talk to a trusted colleague, supervisor, or HR representative about the situation for guidance and support.

Example: “I’m having trouble setting boundaries with a co-worker. Can you offer any advice on how to handle it?”

Document incidents. Keep a record of instances when your boundaries were disrespected, including dates and descriptions.

Example: Maintain a journal of each interaction that violated your boundaries in the workplace.

Avoid engaging in arguments. If the person becomes confrontational, avoid engaging in arguments or power struggles.

Example: Stepping away from a heated conversation to cool down before addressing the issue again.

Create a respectful work culture

There are two essential parts of setting boundaries at work: employees setting healthy boundaries and employers respecting those boundaries and creating an environment that encourages people to enforce their boundaries without negative consequences. When each party does their part, everyone—including the organization, thrives.

From childhood through adulthood, family relationships influence how we see ourselves, manage emotions, and connect. Long before we have language for it, we’re absorbing messages about safety, conflict, love, and belonging. Those early dynamics don’t fade with time—they keep showing up.

Exploring your family and relationships isn’t about blame. It’s about recognizing influence so you can decide what still serves you and what doesn’t.

Understanding family relationships

Family relationships are about patterns that develop between early connections. 

Family structures and roles influence us differently:

No matter the makeup, family and family relationships are the blueprint we carry into adulthood that affects how we see ourselves and relate to others.

How family relationships influence who we become

Family relationships impact us in more ways than we usually realize:

Emotional health

Children take cues from the adults in their lives. Calm problem-solving and repair teach one set of skills. Chronic conflict or emotional shutdown teaches another. Because these responses are learned during key stages of brain and nervous system development, they often become automatic ways of handling stress later in life.

Mental health

Family relationships can either buffer or amplify distress. Consistent support, validation, and safety help regulate stress responses. Chronic stress, instability, or emotional neglect keep the nervous system on high alert. This may increase vulnerability to anxiety and depression over time.

Self-esteem

When family relationships are encouraging and supportive, kids internalize a sense of being capable and worthy. Frequent criticism or emotional unpredictability can lead to an internalized belief of “something is wrong with me,” which shapes self-doubt and harsh self-talk in adulthood.

Relationships with others

How we attach with caregivers influences trust, closeness, and conflict. Early experiences become a template for what feels safe or unsafe in relationships, which can affect partner selection, communication patterns, and expectations around love and commitment.

Identity and values

Families are often where we first learn what is praised, punished, or ignored. Over time, these messages inform our sense of self and what we prioritize, also known as our value system. During the transition to adulthood, life experiences provide opportunities to consciously choose which values still fit, which values you should release, and identify new values to add.

How to strengthen family and relationships

Healthy family relationships don’t require perfection. They require intention:

The role of family therapy in mental health

When one person struggles, the entire system feels the impact. Family therapy helps address patterns within family and family relationships that are difficult to change without professional help.

It can support:

What we’re given—and what we make of it

By this time, you have realized that we all carry stories created by family relationships. They don’t define us, but they matter. And with awareness and support, growth is possible.

A cancer diagnosis changes everything—how someone moves through their day, how they see the future, and how much energy they have for work, relationships, and daily life. For many people, the emotional toll is just as heavy as the physical one.

Nearly 1 in 4 people with cancer experience depression, yet it often goes unseen at work. Treatment schedules, side effects, and recovery don’t pause during the workday. When emotional support is missing, even familiar tasks can feel overwhelming.

Work can either add to the strain or become a source of stability. When employers acknowledge the emotional realities of cancer and respond with compassion, work can offer structure, understanding, and connection at a time when so much feels uncertain.

The impact of cancer and depression at work

Cancer-related depression can be tough to spot because symptoms often overlap with treatment side effects: fatigue, sleep disruption, pain, and changes in focus or memory. Emotional distress may be quietly dismissed as expected or temporary, even when someone is struggling deeply. 

At work, depression in cancer patients may show up as:

These changes are not a reflection of effort or commitment. They are human responses to illness, uncertainty, and emotional strain.

Teams often feel the impact of cancer and depression too, but may not know how to help. And managers may carry emotional weight without guidance or support. Over time, uncertainty can affect morale and trust, especially when it’s unclear how to offer support.

6 ways employers can support employees with cancer

Many employees don’t ask for help due to stigma, concern about job security, or not wanting to burden others. That silence doesn’t reduce the need for support. It just makes it harder to reach.

Here are ways employers can help:

#1 Link mental and physical care

Cancer affects both the body and the mind, yet mental health care is often separate from medical treatment. Without coordinated care, employees are left to navigate complex systems at a time when their capacity and energy are already stretched thin.

Benefits that connect mental health providers with oncology care help catch cancer depression earlier. Oncology-informed mental health care matters too. Specialized providers who understand treatment side effects, uncertainty, and emotional strain can reinforce medical care rather than operate in isolation.

Clear communication is critical. Explain benefits early, often, and in plain language so employees understand how mental and physical support work together. Caregivers should be included here as well. They often shoulder significant emotional strain, and connecting them to mental health support helps sustain both the employee and broader team.

#2 Meet employees where they are

Treatment side effects, fatigue, and cancer and depression symptoms don’t follow a predictable schedule. Needs can shift from week to week, or even day to day.

Flexible hours, remote options, and gradual return-to-work plans help employees stay connected without pushing beyond their limits. It’s important to frame flexibility as support, not diminished commitment, so employees feel safe using it.

#3 Give managers tools to help

Managers are often the first to notice changes, but without guidance, they may hesitate to start conversations or feel unsure how to respond.

Training managers to recognize early signs of depression and approach conversations with empathy builds confidence and trust. Providing language for check-ins, guidance on boundaries, and clear pathways to benefits and resources helps managers support employees without feeling overwhelmed.

Managers need support too. Access to resources for their own stress reduces burnout and makes it easier to show up consistently for their teams.

#4 Build support networks

Cancer can be deeply isolating, especially at work. 

Opportunities to talk about cancer and depression help normalize help-seeking and reduce stigma. Peer support groups, employee resource groups, and survivor mentors can create safe spaces where people feel understood and less alone. 

Support should also reflect diverse experiences. Cultural beliefs, language, and trust in health care shape how people seek help. Inclusive approaches help ensure support reaches everyone who needs it.

#5 Stay responsive as needs change

Needs change over time. What helps during treatment may not be enough during remission or long-term survivorship.

Employers can stay responsive by listening—to employee experiences, survey feedback, and patterns in benefits use—and adjusting support as needs evolve. This signals that care is ongoing, not one-time only.

#6 Extend support after treatment

The end of treatment is often assumed to be a return to normal. For many, it’s one of the most vulnerable times. Depression after cancer often peaks when appointments slow down, but fear, fatigue, and uncertainty can linger or intensify. Post-cancer depression support helps employees regain stability and confidence as they navigate life beyond treatment.

Make work a source of strength 

When employers acknowledge both the physical and emotional realities of cancer, employees feel steadier and less alone. Coordinated, compassionate support helps teams stay connected and allows work to become a source of structure and care, not added strain. No one should have to carry cancer and depression alone at work.

Crises are touching workplaces more often—and in more complex ways than many leaders expect. In just two years, the number of employees needing critical incident support has increased by more than 70%, based on Lyra’s data from more than 5,400 incidents across global organizations. On top of events like community violence or natural disasters, many workplace crises are deeply personal—loss, suicide, trauma, or mental health emergencies—unfolding across teams and regions at the same time.

When situations like these arise, people pay close attention. Not just to what happens, but to how their organization responds. Decisions are made quickly, often before the full picture is clear, and the way support shows up—or doesn’t—leaves a lasting impression.

In moments this frequent and distributed, clarity is essential.

That’s why Lyra is introducing Critical Incident Reporting in Lyra Connect—real-time visibility into incidents across a global workforce, so HR teams can respond to them with confidence, care, and speed.

A clear picture when everything feels uncertain

Critical Incident Reporting brings crisis-related information into one place, so HR leaders can focus on supporting people—not chasing updates. It provides a real-time view of what’s unfolding across the organization to understand impact quickly and respond thoughtfully. This isn’t just more data—it’s the right data.

What HR leaders can see in a timely manner:

What happens beyond reporting

Critical Incident Reporting is not a standalone tool. It’s a layer of Lyra’s broader global crisis response—designed to connect what HR can see with how employees are supported during and after a crisis.

While reporting helps HR leaders understand what’s happening in real time, Lyra’s crisis response resources focus on care delivery and recovery for employees.

This broader support includes:

24/7 global care delivery

More than 3,000 trauma-trained specialists across 200+ countries and territories, available for virtual or onsite support.

Built for high-stakes moments

Lyra’s global crisis support is designed to scale across regions while adapting to local needs—so organizations can respond consistently without losing cultural and contextual care.

Recovery and response toolkits

New, role-specific toolkits designed to meet people where they are after a crisis.

Together, these pieces connect visibility, response, and recovery—so organizations aren’t just tracking crises, but actively supporting people through them, long after the moment has passed.

Trust is built in these moments

In a crisis, employees remember how their organization showed up—whether support was easy to access and leaders led with care. Critical Incident Reporting helps navigate the hardest moments with more clarity and compassion, so employees feel supported, wherever they are. These are the moments that build trust long after the crisis has passed.