2025 Mental Health and Employability Report

Table of Contents

In 2025, job seekers are wondering whether it’s okay to disclose their neurodivergence during the hiring process or ask about benefits like therapy coverage and mental health days. But how are hiring managers responding?

To find out, Resume Genius surveyed 1,000 U.S. hiring managers and asked them how mental health impacts their hiring decisions, whether they’ve received any formal mental health awareness training, and if job seekers are asking about mental health benefits during interviews.

Key Takeaways

86% of hiring managers say disclosing neurodivergence would either not affect or positively affect their hiring decision.
- 44% say a candidate disclosing neurodivergence reflects honesty and self-awareness.
- Only 8% say disclosing neurodivergence raises performance concerns.
- Millennials are the most positive overall: 91% say candidates disclosing neurodivergence either has no effect or is viewed positively.
69% of hiring managers have received or are considering formal mental health training.
39% of hiring managers say their company currently offers formal mental health training.
Job seekers rarely ask about mental health benefits — Only 2 in 10 hiring managers (22%) say it’s common for candidates to ask about mental health benefits.
Job seekers are most likely to discuss mental health benefits with younger hiring managers: 84% of Gen Z hiring managers have encountered candidates asking about mental health support, compared to 53% of Baby Boomers.

9 in 10 hiring managers encourage transparency concerning neurodivergence

Here’s some good news for job seekers: honesty about mental health is more accepted than you might think.

In our survey of 1,000 U.S. hiring managers, a clear majority say they wouldn’t hold disclosures about neurodivergence against a candidate. Many even saw it as a positive sign of self-awareness and honesty.

86% of hiring managers say a candidate’s disclosure of neurodivergence would either not affect their decision or reflect positively on that person.
- 44% say disclosing neurodivergence reflects honesty and self-awareness.
- 42% say a candidate disclosing neurodivergence wouldn’t impact their decision either way.
8% say a candidate disclosing neurodivergence would raise concerns about the candidate’s ability to perform.
6% are unsure how to approach the topic.

These numbers suggest that while some stigma remains, transparency around mental health is gaining acceptance, especially when candidates show self-awareness and explain how they manage it at work.

Younger managers are more comfortable with candidates discussing their mental health

When it comes to mental health transparency, younger hiring managers tend to be more open-minded:

91% of Millennial hiring managers say disclosing neurodivergence wouldn’t hurt a candidate’s chances — and might even help with their hiring decision. This finding is compared to 85% of Gen Z, 83% of Gen X, and 81% of Baby Boomers.
45% of Millennial hiring managers say mental health disclosures from a candidate won’t affect their hiring decision, compared to 37% of Gen Z, 44% of Gen X, and 39% of Baby Boomers.
Gen Z hiring managers (48%) are the most likely to view mental health disclosures positively, followed by Millennials (46%), Baby Boomers (44%), and Gen X (39%).

That said, Gen Z and Gen X hiring managers were also the most skeptical about hiring neurodivergent candidates.

While many responded positively, 1 in 10 hiring managers (11%) from both these generations viewed mental health disclosures negatively — more than any other generation. In comparison, only 5% of Millennials and 6% of Baby Boomers shared that concern.
Baby Boomers (12%) were the most unsure about how to approach the topic around mental health disclosures, compared to Gen X (7%), Millennials (4%), and Gen Z (4%).

78% of hiring managers say job seekers aren’t asking about mental health benefits

Even as mental health becomes a more open topic at work, most candidates still hesitate to bring it up in interviews.

We asked hiring managers whether candidates are asking about mental health benefits (such as therapy coverage or mental health days) during the hiring process. Here’s what they think:

Just 22% say it’s common for candidates to bring up mental health benefits during the hiring process.
78% of hiring managers say candidates rarely or never ask about mental health benefits.
- 44% say it happens occasionally, but not often.
- 34% say they’ve never had a candidate ask about them.

Younger hiring managers get more questions about mental health benefits

Based on our survey findings, job seekers are significantly more likely to ask about mental health benefits when interviewing with younger hiring managers.

37% of Gen Z hiring managers say it’s common for candidates to ask about benefits like therapy coverage or mental health days. That drops to 29% of Millennials, 15% of Gen X, and just 10% of Baby Boomers.
Most Gen Z hiring managers (84%) have fielded questions about mental health benefits from candidates, either occasionally or commonly. That’s notably higher than Millennials (75%), Gen X (58%), and Baby Boomers (53%).

Meanwhile, older hiring managers are far less likely to hear these questions:

47% of Baby Boomers and 42% of Gen X say they’ve never had a candidate bring up mental health benefits — nearly 3x higher than Gen Z (16%) and almost 2x that of Millennials (25%).

Male hiring managers hear more mental health questions during interviews

When it comes to being asked about mental health benefits with candidates, male hiring managers are having these conversations more often.

1 in 4 male hiring managers (25%) say it’s common for candidates to ask about mental health benefits, such as therapy coverage or mental health days, while 19% of female hiring managers say the same.
Nearly half of both male and female hiring managers (45% vs 44%) say candidates bring up mental health benefits occasionally, but not often.
37% of female hiring managers say they’ve never had a candidate ask about mental health benefits, compared to 31% of male hiring managers.

Most hiring managers are open to training, but not all are getting it

We asked hiring managers whether their companies provide training on mental health and neurodiversity, and the results show growing awareness, but also some major gaps.

69% of hiring managers say they either have formal training on mental health awareness or that their company is considering it.
- 4 in 10 hiring managers (39%) say they’ve received formal training on the topic.
- 30% say their company is considering having formal training on the topic.
18% say they’re not aware of any initiatives at their company.
13% say their company doesn’t see a need for mental health training.

1 in 4 Boomer hiring professionals don’t know if mental health training exists at work

Mental health and neurodiversity training is on the rise — but the generational gap is hard to ignore.

Younger hiring managers are far more likely to have received (or expect to receive) training, while older generations seem to be falling behind.

76% of Gen Z hiring managers say they either have formal training on mental health awareness or that their company is considering it, followed by 75% of Millennials, 64% of Gen X, and 61% of Boomers.
- 47% of Gen Z and 45% of Millennial hiring managers say they’ve received formal mental health awareness training. By contrast, 33% of Gen X and 31% of Baby Boomers report the same.
- 29% of Gen Z and 30% of Millennial hiring managers say their company is considering offering training, compared to 31% of Gen X and 30% of Boomers.

Baby Boomer hiring managers are the least trained out of the group:

Nearly 1 in 4 Baby Boomers (24%) say they’re unaware of any mental health initiatives, around double Gen Z (11%) and Millennials (13%).

Conclusion

Mental health is becoming less of a taboo in hiring — but that doesn’t mean every interviewer is ready for the conversation.

While many respondents believe disclosing neurodivergence wouldn’t impact their decision negatively, our data shows that responses can vary widely, especially among older generations and hiring managers without formal training. That’s why job seekers should approach the topic thoughtfully and strategically.

As Geoffrey Scott, Senior Hiring Manager at Resume Genius, puts it, “If neurodivergence is an inextricable part of your career journey, then it has a place to be discussed during the interview process. Just aim to make it one part of your story — ideally one that reflects growth or resilience.”

Eva Chan, Career Expert at Resume Genius, agrees: “Not every employer is equally open. Look at the company’s culture, benefits, and values. If they prioritize mental health and inclusion, it might be the right space to bring it up. If not, focus on your qualifications first and revisit personal details once you’ve built trust.”

In short, transparency has its place — but so does discretion. The hiring process is still evolving, and until inclusivity becomes the norm, it’s wise to research carefully, read the room, and lead with your strengths.

The data also suggests an opportunity for employers and hiring managers to develop more inclusive, informed hiring practices. Investing in training, setting clear expectations, and normalizing mental health conversations can help attract top talent and create a stronger workplace culture.

Methodology

The Mental Health and Employability Report is based on a Pollfish survey launched on January 8, 2025, targeting a sample of 1,000 U.S.-based hiring managers. The analysis was conducted from February 3–14, 2025. This study explored how hiring managers perceive neurodivergence disclosures, candidate behavior around mental health topics, and the state of mental health or neurodiversity training in the hiring process.

The data was analyzed using both the results provided by Pollfish and the outputted raw data in Google Sheets via programs created with Python Pandas.

To minimize bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact eduardo@resumegenius.com.

About Resume Genius

Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.

Resume Genius’s easy-to-use resume builder, cover letter generator, along with its wide range of free career resources, including cover letter templates, resume examples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.

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Eva Chan

Senior PR Expert & Certified Professional Resume Writer

Eva Chan is a Senior PR Expert and a Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva oversees research and data-led campaigns that reveal key trends in today’s workforce and represents the company in media interviews and press features. Eva graduated from the University of British Columbia with a bachelor’s degree in English Literature and a minor in Critical Studies in Sexuality. Eva's career advice has been recognized by leading media outlets including Harvard Business Review, CNBC, The Globe and Mail, Fast Company, Newsweek, and Entrepreneur. For any media-related queries, connect with her on LinkedIn or reach her at [eva] @ [resumegenius.com]. Please note that we don’t accept any guest posts.

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