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Published on: May 28, 2022
1 minute read
By: Second Medic Expert

What Is The Difference Between A Psychiatrist And A Psychologist?

Psychiatrists are medical doctors who have completed specialty training in psychiatry. They are able to prescribe medications, which is not something that psychologists can do. Psychologists have a doctoral degrees in psychology, and many of them specialize in psychotherapy - helping people work through their problems by talking about them. Psychiatrists are medical doctors who have completed a residency in psychiatry. They are able to prescribe medications. Psychologists are not medical doctors and do not prescribe medications. Psychologists typically have a doctoral degree in psychology.

The main difference between psychiatrists and psychologists is that psychiatrists are licensed to prescribe medication, while psychologists are not. Psychiatrists may also provide therapy, while psychologists generally do not. However, many psychiatrists also provide therapy, and many psychologists prescribe medication.

Psychologists, on the other hand, usually have a doctoral degree in psychology but are not licensed to prescribe medication. Psychologists are generally considered to be experts in the assessment of behavior and cognitive functioning, while psychiatrists are considered to be experts in both assessment and treatment. Psychiatrists are licensed to prescribe medication. Psychologists are not medical doctors, and they cannot prescribe medication. Psychologists often have a PhD or a PsyD degree in psychology.

Psychologists have a PhD or a PsyD in psychology. They do not prescribe medications, but they can provide therapy and assessment services. Some psychologists do have prescribing privileges, but this varies from state to state. Psychiatrists are medical doctors who specialize in the diagnosis and treatment of mental illness. Psychologists are not medical doctors, but they have graduate degrees in psychology and they can do psychological testing and therapy.

Psychiatrists can prescribe medications, while psychologists cannot. Some psychiatrists also do therapy, but many do not. Most psychologists do therapy. Psychiatrists can prescribe medications, which psychologists cannot. Psychologists typically have a doctoral degree in psychology but cannot prescribe medications. Psychologists provide therapy, which psychiatrists also do. So, psychiatrists are both therapists and prescribers of medication, while psychologists are therapists only.

Psychiatrists generally do a more detailed evaluation of a person's mental state and symptoms to make a diagnosis, while psychologists may only administer standardized tests. Psychiatrists usually provide long-term treatment for people with serious or chronic mental illness, while psychologists often provide short-term treatment or therapy. Psychiatrists have specialized training in the diagnosis and treatment of mental illness, whereas psychologists do not. psychiatrists can prescribe medication, whereas psychologists cannot.

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20% Health Time | A Smarter Way to Build Workplace Wellbeing

Modern workplaces are increasingly recognising that employee health is not separate from performance—it is foundational to it. Long work hours, constant digital connectivity and rising stress levels have led to burnout, lifestyle diseases and declining engagement across industries. In this context, the concept of 20% Health Time has emerged as a forward-thinking approach to workplace wellness.

20% Health Time allows employees to dedicate a portion of their paid working hours specifically to activities that support physical, mental and preventive health. Rather than treating wellness as an after-hours responsibility, this model integrates health directly into the work culture.

What Is 20% Health Time?

20% Health Time is a structured workplace initiative where employees are encouraged or allowed to spend approximately one-fifth of their working time on health-related activities.

These activities may include:

physical exercise or movement breaks
mental wellness practices
health education sessions
preventive health screenings
stress management and recovery

The core idea is simple: healthier employees perform better and sustain productivity longer.

Why Traditional Wellness Programs Fall Short

Many organisations offer wellness benefits such as gym memberships or annual checkups. While valuable, these programs often fail because:

employees lack time to use them
wellness is seen as optional
participation remains low
benefits are disconnected from daily work

20% Health Time addresses these gaps by embedding wellness into regular work hours.

Why Health Time Matters in Today’s Workplace

Rising Lifestyle Disease Burden

Public health data shows increasing rates of:

diabetes
hypertension
obesity
mental health disorders

These conditions affect working-age adults and directly impact productivity and healthcare costs.

Burnout and Mental Fatigue

Constant pressure and lack of recovery time lead to:

chronic stress
disengagement
absenteeism
high attrition

Health Time creates space for recovery and resilience.

Sedentary Work Culture

Desk-bound work contributes to:

musculoskeletal problems
cardiovascular risk
low energy levels

Dedicated health time encourages movement and prevention.

How 20% Health Time Benefits Employees

Improved Physical Health

Regular movement and preventive care reduce long-term health risks.

Better Mental Wellbeing

Time for mindfulness, rest and stress management improves emotional balance.

Higher Energy and Focus

Healthy routines improve concentration and reduce fatigue.

Empowerment and Autonomy

Employees feel trusted to manage their wellbeing, increasing engagement.

How Employers Benefit from 20% Health Time

Increased Productivity

Healthy employees work more efficiently and make fewer errors.

Reduced Absenteeism

Preventive care lowers sick days and health-related disruptions.

Lower Healthcare Costs

Early detection and healthier habits reduce long-term medical expenses.

Stronger Employer Brand

Wellbeing-focused policies attract and retain top talent.

Sustainable Performance

Health Time supports long-term performance rather than short-term output.

Activities That Fit into 20% Health Time

Organisations can tailor activities based on workforce needs:

guided fitness or yoga sessions
walking or movement breaks
mental health workshops
preventive health checkups
nutrition education
stress and sleep management programs

Flexibility ensures inclusivity across roles and work models.

Evidence Supporting Health Time Initiatives

Workplace health research consistently shows that:

preventive health improves productivity
employee wellbeing programs reduce burnout
time invested in health yields measurable returns

According to WHO and workplace wellness studies, integrated health initiatives deliver better outcomes than standalone benefits.

Addressing Common Concerns

“Will this reduce working hours?”

No. Health Time improves efficiency, offsetting time spent through better performance.

“Is it suitable for high-pressure roles?”

Yes. High-stress roles benefit the most from structured recovery time.

“How do we measure impact?”

Metrics may include:

reduced absenteeism
improved engagement scores
lower healthcare claims
better retention

Implementing 20% Health Time Effectively

Successful implementation requires:

leadership support
clear guidelines
flexible scheduling
inclusive activity options
regular feedback

Health Time works best when seen as a cultural shift, not a perk.

Long-Term Impact on Organisational Health

Over time, organisations adopting Health Time observe:

healthier workforce
improved morale
reduced burnout
stronger team cohesion
sustainable growth

These benefits compound year after year.

Conclusion

20% Health Time represents a progressive shift in how organisations view employee wellbeing. By dedicating work time to health, companies acknowledge that productivity and wellbeing are deeply connected. Rather than reacting to burnout and illness, Health Time promotes prevention, balance and resilience. In a future where talent, performance and sustainability matter more than ever, integrating health into the workday is not a luxury—it is a strategic necessity.

References

World Health Organization (WHO) – Workplace Health Promotion Guidelines
Indian Council of Medical Research (ICMR) – Lifestyle Disease and Work Health Reports
NITI Aayog – Preventive Healthcare and Workforce Wellbeing Strateg
Lancet – Workplace Wellness and Productivity Studies
Harvard Business Review – Employee Wellbeing and Performance Research
Statista – Corporate Wellness Trends and ROI Data

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