The World Risk Index (WRI) positions the Philippines at the highest rank in disaster-prone nations for the year 2024, garnering the highest scores in its risk criteria of exposure, vulnerability, susceptibility, the lack of coping capacities, and the lack of adaptive capacities. In the year 2024 alone, a total of 432 areas declared a state of calamity for being greatly impacted by the effects of both typhoon and dry seasons. As the world’s most disaster-prone country, the Philippines faces both physical and psychological consequences from natural calamities. Beyond the immediate damage to property and operations, disasters often trigger lasting mental health issues among survivors.

For businesses, these mental health challenges present both a humanitarian concern and a strategic risk given its influence on overall work efficiency. A 2024 research on Filipino survivors of Typhoon Haiyan, published in PLOS Global Public Health, found that those with high levels of disaster exposure were significantly more vulnerable to Post-Traumatic Stress Disorder (PTSD), along with elevated symptoms of anxiety and depression. Employees affected by trauma caused by calamities or other stressors are more likely to experience reduced productivity, increased absenteeism, and workplace tensions. Prioritizing employee mental health must therefore be seen as a fundamental part of any disaster preparedness plan to ensure the safety and wellbeing of its employees and maintain organizational resilience during and after disasters.

In the Philippine context, the Department of Labor and Employment (DOLE) has issued Department Order No. 208 which mandates the private sector to implement Mental Health Workplace Policies and Programs to comply with the Mental Health Act. Moreover, the order recommends employers to provide certain arrangements for employees in need of immediate psychological attention such as

Immediate post-disaster response

The initial weeks following a disaster are critical for mental health intervention. Below are key post-disaster mental health interventions that encourage employee wellness amidst natural calamities:

Emergency communication – Disseminate safety updates via secure communication systems and provide essential information such as emergency hotlines.

Emergency Assistance Programs (EAPs) – Provides employees with access to available counseling and other resources to support employees with problems that may affect their productivity and overall well-being.

Psychological First Aid (PFA) – Psychological assistance to help distressed individuals caused by personal or work-related issues

Flexible work arrangements are equally important. Employees dealing with damaged homes or displaced family members need time and space to manage personal recovery. Temporary remote work options or adjusted schedules can prevent unnecessary stress during this transitional period.

Building long-term resilience

Sustainable mental health support requires moving beyond crisis response to establish ongoing programs. Enhanced EAPs should include regular check-ins and trauma-informed counseling options.

Manager training plays a pivotal role in long-term recovery. Leaders equipped with emotional intelligence and mental health awareness can better recognize signs of distress and respond appropriately. Companies that normalize mental health discussions through awareness campaigns and leadership modeling create environments where employees feel safe seeking help. This cultural shift reduces stigma and encourages early intervention.

The most resilient organizations treat mental health support as an integral part of disaster preparedness rather than an afterthought. By combining immediate crisis response with long-term support systems and proper insurance safeguards including mental health coverage, trauma counseling, and income protection, Philippine businesses can protect their most valuable asset—their people—from the hidden wounds of natural disasters.