Central News Agency (CNA, Taipei, June 30) With the special chapter on preventing workplace bullying taking effect in July, experts suggest establishing a green channel for employment and psychological support. They propose redefining seeking help as optimizing personal high-pressure management, allowing all employees to seek assistance without being burdened by stereotypes, thereby promoting workplace mental health. As the "Special Chapter on Preventing Workplace Bullying" of the Occupational Safety and Health Act officially came into force on July 1, workplace mental health issues have gained attention. According to a study published in the "International Journal of Mental Health Systems" in April, expanding access to psychological therapy services within the UK's National Health Service may help improve long-term mental health problems. This study, conducted by the University of Manchester, analyzed annual population survey data of over 535,000 working-age adults between 2015 and 2020 to examine whether regional disparities in the supply of the UK's National Health Service's "talking therapies" were associated with labor force participation rates. The study found that individuals with long-term mental health problems were less likely to participate in the labor market, and only about one-fifth of working-age adults with mental health issues had received talking therapy. If a region could provide one additional psychological therapy session, the local labor force participation gap could be reduced by an average of 0.92%. This association was most significant in the 45-65 age group, among those not receiving benefits, and among men. Although much literature has confirmed that improving access to psychological therapy helps narrow the gap in the labor market for individuals with mental health problems, traditional perceptions persist, making stressed male workers reluctant to seek help proactively. Hu Yen-wei, Executive Director of the National Federation of Counsel