Goldman Sachs expands mental-health support, making wellbeing a performance issue

Goldman Sachs is treating mental health less like a perk and more like part of the machinery that keeps a high-pressure bank running. Its resilience materials now describe a broader support stack that includes Employee Assistance and Resilience Services, digital tools, a medical advocacy service, and manager training designed to help leaders spot problems before they become crises.

That matters in a place where workload can spike without warning and where employees often measure themselves by output, not balance. Goldman says more than 1,600 people have now been certified globally through Mental Health First Aid, up from 500 colleagues in September 2023 and more than 1,400 by April 2025. The program launched in 2019, and Goldman says it has since expanded manager training, first rolled out in 2024, with another round planned for newly promoted managers in 2025. The message to analysts, associates and VPs is hard to miss: resilience is no longer framed only as personal grit, but as a management responsibility tied to performance.

Goldman’s own benefits pages show the support reaching into the day-to-day realities of the job. Employees have access to an Employee Assistance Program with virtual counseling, and in larger locations, on-site counseling as well. The firm also offers a medical advocacy service for employees and family members facing critical health situations, along with Global Medical, Security and Travel Assistance and, in some offices, on-site health centers. In other words, the bank is trying to make help visible and usable before stress turns acute, not after a leave request or a burnout episode forces the issue.

The push is especially explicit in India, where Goldman says it expanded mental-health offerings to include a platform for employees and family members with self-care tools, counseling and psychiatry services. Its India careers page says the onsite medical center in Bengaluru, Hyderabad and Mumbai provides resilience and counseling services, showing that the firm is embedding support into local infrastructure rather than relying only on remote resources.

Goldman is also linking the workplace to broader stigma-reduction efforts outside its walls. It says it co-founded the City Mental Health Alliance in the United Kingdom and has pointed to the fact that one in four people there will experience a mental health problem each year. For a firm where prestige, bonuses and exit opportunities are always in the background, the real test is whether this language changes how managers behave when a team member starts to struggle. If it does, the policy may soften the sharpest edges of the culture. If it does not, it risks becoming a better vocabulary for the same intensity.