From Stress to Strategy: Scalable and Inclusive HRM Strategies for Mental Health Reform in Nigeria’s Evolving Workforce

Background: Workplace stress has become a critical public health and organizational concern in Nigeria, with an estimated 75% of employees experiencing significant work-related stress, well above the global average. This burden is intensified by labor policy gaps, cultural stigma, economic instability, and limited organizational investment in mental health. While Human Resource Management (HRM) strategies are gaining traction, their adoption remains low, particularly in underserved sectors like construction, retail, and the informal economy. Objective: This study aims to evaluate the prevalence and sector-specific drivers of workplace stress in Nigeria; examine the effectiveness and constraints of existing HRM interventions; analyze cultural, structural, and legal barriers to implementation; and propose scalable, context-sensitive solutions tailored to Nigeria’s diverse workforce. Methods: A narrative review approach was adopted, drawing on literature from 2018 to 2024 sourced via PubMed, PsycINFO, AJOL, Scopus, and grey literature. Forty-two empirical and policy-relevant studies were included across healthcare, banking, construction, retail, and informal sectors. Thematic coding using NVivo 12 and a gap analysis framework guided data synthesis. Findings were triangulated with international evidence and validated through expert review. Results: Stress prevalence was highest in healthcare (35%), retail (32%), and banking (29%). Women, youth, and informal workers face elevated stress risks. Effective HRM interventions, such as Employee Assistance Programs (EAPs), flexible work options, and peer support systems, remain underutilized due to cultural stigma, leadership apathy, weak labor law enforcement, and limited cost-benefit data. Uptake of digital mental health tools (23%) is low, largely due to digital illiteracy. Promising scalable strategies include faith-based EAPs, stigma-reduction campaigns, mobile clinics, and community-anchored mental health initiatives. Conclusion: Workplace stress in Nigeria reflects deep-seated socio-cultural and systemic challenges. While several HRM solutions show potential, they must be localized, gender-responsive, and legally embedded to ensure uptake and sustainability. This study provides a strategic framework for advancing workforce mental health through adaptable, culturally grounded, and cost-conscious HRM practices.