Approaches to Mental Health: Proactive steps by employers to support Employee Wellbeing

Recent data reveals that one in five UK employees has taken time off due to poor mental health, and searches for “how to handle stress at work” have surged by 250% in 2025. Nearly 41% of UK workers report experiencing workplace stress, positioning the UK workforce among Europe’s least engaged and most emotionally burdened.
Where employee engagement and retention are paramount, addressing mental health is not just a moral obligation but a strategic necessity. To assist employers in creating healthier, more supportive workplaces, here are six practical strategies:

Micromanagement can exacerbate stress levels, while trust and autonomy can enhance job satisfaction. Providing employees with greater control over their work—such as flexible hours, hybrid work options, or the ability to choose preferred tools—can reduce burnout and improve overall wellbeing. This approach aligns with the growing emphasis on flexible working arrangements, a trend gaining traction in many industries.

Just as physical ailments warrant sick leave, mental health challenges deserve equal recognition. Instituting a policy that allows employees to take mental health days without stigma promotes a culture of openness and support. This initiative resonates with the broader movement towards prioritizing employee wellbeing in the workplace.

One-off seminars are insufficient. Regular, interactive sessions on stress reduction techniques—such as mindfulness, breathing exercises, and resilience training—equip employees with tools to manage stress effectively. Incorporating these practices reflects an employer’s shift towards holistic employee development.

The physical environment significantly impacts mental health. Incorporating elements like natural lighting, quiet zones, and greenery can create a calming atmosphere. Studies have shown that introducing plants into office spaces can reduce tension and anxiety by up to 38%, underscoring the importance of thoughtful workplace design.

Support mechanisms are only effective if employees are aware of and comfortable using them. Clearly communicate the availability of resources such as Employee Assistance Programs (EAPs), mental health champions, and counselling services. Regular reminders and easy access can encourage utilisation and demonstrate organisational commitment to mental health.

Ambiguity in job roles can lead to confusion and stress. Regularly reviewing job descriptions, aligning responsibilities with business objectives, and ensuring clear reporting lines can mitigate uncertainty. This clarity is especially crucial in the evolving UK job market, where adaptability and clear communication are key.

“Disengagement cost the global economy $438 billion in lost productivity last year alone.”
Where attracting and retaining top talent is critical, fostering a supportive mental health culture can be a differentiator. Employers who proactively address mental wellbeing are better positioned to enhance employee engagement, reduce turnover, and improve overall productivity.

• Flexible Working Arrangements: Offering remote or hybrid work options can attract candidates seeking work-life balance.
• Transparent Communication: Clearly articulating mental health policies during the recruitment process can appeal to prospective employees valuing organisational transparency.
• Inclusive Culture: Demonstrating a commitment to inclusivity and mental wellbeing can enhance employer branding and appeal to a diverse talent pool

Addressing mental health in the workplace is not merely a compassionate gesture—it’s a strategic imperative in the UK’s evolving employment landscape. By implementing these strategies, employers can create a supportive environment that not only enhances employee wellbeing but also drives organisational success.