We generally spend a third of our time at work, if not more. So, it’s no surprise then, that our working environment can have a significant impact on our wellbeing. Whether that’s because of stress caused by long hours, anxiety because of poor management, or simply that we’re not being heard, the workplace influences our mental health more than most people realise.
According to the Health and Safety Executive (HSE), an estimated 33.7 million working days were lost in the UK in 2023/24 due to work-related illness. This staggering amount is a clear sign that something needs to change.
Further research from Great Place to Work found that only 55% of employees in a typical workplace feel like their organisation genuinely cares about their wellbeing. There’s obviously a gap between what employees need and what many businesses are offering.
When your employees feel supported, both mentally and physically, they’re more likely to be engaged, productive and committed. And when they don’t? Well, they’ll likely be looking for somewhere else that does a better job of taking care of them.
Employee wellbeing isn’t just something that’s nice to have. It’s something organisations must take seriously.
Why is Employee Wellbeing So Important in the Workplace?
Certain businesses don’t keep up with the times, dwelling on past successes and seeing no reason to change. These ‘legacy’ businesses may think that staff wellbeing is about being nice. Wrong.
Actually, it’s a strategic move which benefits everybody. When wellbeing is prioritised, stress is reduced, engagement and motivation go up, and productivity improves. It can also reduce absence and turnover, so organisations can retain the talent that they worked so hard to recruit and train.
A recent report, titled Workplace Wellbeing and Firm Performance, put it like this:
"Happier workers are not only more productive, but also less likely to leave their jobs, miss workdays for health reasons, or work while sick. They tend to be more collaborative, creative, committed to their organisations, and motivated at work."
– Jan-Emmanuel De Neve, Micah Kaats and George War"
It's also worth noting that workplace culture plays a huge role in mental health in the workplace. A toxic or neglectful culture can lead to burnout, whereas a supportive one encourages your people to thrive.
How Can You Improve Employee Wellbeing in Your Workplace?
Take a moment to look around at your team and colleagues. Do you look after your people? You might think you do, but there’s likely room for improvement. A staff survey may confirm this (along with offering suggestions). But when you’re ready to start improving things, there are plenty of practical, manageable ways to make employee health and wellbeing a central focus of your workplace culture. Let’s look at some key steps to consider:
Promote a Healthy Work/Life Balance
When people are regularly working late, skipping breaks or constantly checking in at weekends, it can take a toll on their mental health. Encourage staff to take proper lunch breaks, use their annual leave and finish on time. Don’t forget to follow suit. It shows you respect their time and health and sends a clear message that burnout isn’t a badge of honour.
Get Senior Leaders on Board
A wellbeing strategy won’t work if leaders aren’t committed to it and genuinely believe in it. Leadership support helps embed wellbeing into the culture, the core of a business. When senior figures speak up about the importance of balance or demonstrate it through their behaviour, it permits everyone to do the same. It also proves that the company takes employee wellbeing seriously.
Create a Culture of Openness
With so much of our life spent at work, we need to be able to speak up about what’s going on. Creating a place where people can talk openly about their mental health without fear of being judged can really make a difference. But how can you do this?
- Hold regular one-to-one meetings that focus on wellbeing, rather than just work targets
- Encourage peer support or buddy systems
- Provide anonymous feedback channels for raising concerns
- Source a third party so staff can seek independent help
Open communication is crucial to improving mental health awareness in the workplace and building trust across teams.
Raise Awareness of Mental Health and Wellbeing
Many people are unaware of the support available, or even that they can ask for help. That’s why it’s so important to:
- Clearly signpost mental health resources and support channels
- Run awareness campaigns or themed wellbeing weeks
- Train managers to recognise and respond to signs of poor mental health
Actions like this help to normalise conversations around wellbeing, and give employees tools to stay well before they reach a crisis point.
Offer Volunteer Days
Another way to improve wellbeing is to allow your team to help others. Giving people the opportunity to support causes they care about helps reduce stress and improve job satisfaction, too. It also boosts their sense of purpose and connection to both their colleagues and the wider community. So, we recommend:
- Encouraging team volunteering days or individual projects
- Supporting charity partnerships or skills-based volunteering
- Recognising and celebrating the contributions people make outside their day job
Look, volunteering isn’t just good for society. It’s a valuable part of wellbeing in the workplace.
Invest in Learning and Development
When organisations invest in their people’s growth, it sends a strong signal that they care about long-term wellbeing. This might include:
- Skills-based training and professional development
- Access to personal growth, such as mental health first aid
- Collections of courses about multiple topics, like the Mental Health, BEDI and Health & Wellbeing collections you can find in our Learning Library
Helping employees develop their capabilities shows that their future matters. It also helps with motivation, engagement and job satisfaction.
The Business Case for Prioritising Employee Wellbeing
You’re probably reading all that and thinking, “Sheesh, this could get expensive.” But it doesn’t have to be. Besides, investing in employee wellbeing is a strategic business decision that can lead to significant financial and operational benefits. As well as, you know, being a compassionate choice.
We know businesses don’t run on compassion, though. So, if you want to make a business case for employee wellbeing, here are a few good reasons:
Enhanced Productivity and Performance – Research indicated that happier employees are more productive. A study by the University of Warwick found that happy workers are 12% more productive than their less productive counterparts. They also found that companies that implement effective health and wellbeing programmes can see a productivity increase of up to 20%!
Reduced Absenteeism – Workplace ill-health and injuries cost businesses £3.2 BILLION in Great Britain in 2022/23, according to the HSE. Additionally, the hidden cost of workplace sickness has surged to over £100 BILLION annually, primarily driven by reduced productivity when employees are working despite being ill.
Improved Employee Retention – Supporting employee wellbeing can also enhance retention rates. Research by Benenden Health found that 42% of UK businesses have experienced an employee leaving because their wellbeing wasn’t supported. What a waste of skills, time and expense.
Positive Return on Investment
Investing in mental health support can give substantial returns. In the US, the World Health Organization reports that for every $1 spent supporting common mental health issues, there’s a $4 return in improved health and productivity!
Enhanced Company Valuation
Companies with higher levels of employee wellbeing collectively outperformed the stock market in 2024, according to an article by Business Insider. This suggests that prioritising wellbeing can enhance overall company performance and valuation. You should also consider an enhanced reputation, too. A company with a good reputation attracts customers as well as the best talent, who know they’ll be well taken care of.
Practical Steps You Can Take Right Now
Convinced? Great. It’s time to get started. So, what can you do right now? There’s no trick to it. Just start with some small changes. We recommend these five short steps:
- Make time for regular check-ins with your team. Put them in your diary! Ask them how they’re doing, not just what they’re doing.
- Review policy documents for flexibility and accessibility. Look at things like parental leave, hybrid working and sick leave. Are they fair? Can people access them easily?
- Equip managers and team leaders to spot signs of stress or burnout. Organise some training courses and schedule them in, too.
- Encourage people to take breaks. Communicate the importance of doing so, and remember to take yours, too (and importantly, be seen taking them!)
- Celebrate small wins. Recognition, whether as a thank-you message, a shout-out in a meeting or something more formal, goes a long way in boosting morale.
These simple steps can lay the foundation for a more supportive and resilient culture, one where employee wellbeing is actively encouraged.
Summary
Employee wellbeing should be at the top of every to-do list, and not just for HR or L&D – it affects everyone in the business. Your goal is to create a workplace culture where people can do their best work without compromising their health.
The benefits are clear: better performance, stronger engagement, lower absence, and improved retention, to name but a few. Prioritising wellbeing in the workplace isn’t just something that has to be done to fulfil obligations. It’s an ongoing commitment that can transform how people experience work and the many, many hours you all spend together there.
With small steps, clear communication and leadership support, any organisation can create a culture where people feel supported and valued. And when that happens, both employees and businesses prosper, together.
Don’t wait until issues arise. Make wellbeing in the workplace a priority today.
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