This study examined the impact of LGU Liliw employees’ perceived access to mental health support services (i.e., accessibility, availability, adequacy, and awareness of services) on their stress, quality of life, and work performance from the last quarter of 2025 to the first quarter of 2026. It tested the hypothesis stating that no significant relationships exist among these variables. A cross-sectional, quantitative design was used, involving randomly selected regular and casual employees with at least one year of service. Data were collected using a researcher-made questionnaire, the Perceived Stress Scale (PSS-10), the WHOQOL-BREF, and ICF Performance Ratings, and analyzed using descriptive and inferential statistics. Findings revealed that mental health services were only slightly accessible, with an overall weighted mean of 2.14, having notable gaps in awareness and service consistency. Employees experienced moderate stress with an overall weighted mean of 18.23, characterized by higher perceived helplessness than coping capacity. Despite this, respondents reported a generally good quality of life, with an overall weighted mean of 67.40, strong social relationships, but relatively weaker physical health. Work performance remained consistently very satisfactory with an overall mean of 4.19 across all employees. Statistical analysis reveals that access to mental health services had no significant relationship with stress and work performance, indicating that these outcomes are more strongly influenced by organizational conditions, social support, and personal coping mechanisms. Access to these services is observed to have minimal impact on quality of life, with only a weak influence observed in physical health, indicating that broader life and workplace conditions play a larger role. Overall, while employees demonstrate good resilience and maintain high performance, they remain at risk due to moderate stress and uneven wellness support. These findings highlight the need for a comprehensive, feedback-based wellness program that goes beyond improving service access and instead adopts a holistic, responsive approach to employee well-being.