Poor mental health isn’t just a personal issue – it has a serious cost. Between £33 billion and £42 billion is lost each year by UK employers through absence, reduced productivity, and staff turnover (Thriving at Work: Stevenson-Farmer Review, October 2017).
In 2023 to 2024, work-related ill health and non-fatal injuries cost an estimated 33.7 million working days – 16.4 million of those were due to stress, depression or anxiety.
Investing time and resources in staff wellbeing is good for everyone and makes financial sense.
The benefits of prioritising wellbeing
There are many benefits to you in taking early action to prevent problems in your workplace, including:
- Increased staff commitment and productivity – staff who feel valued, supported, and listened to are more likely to stay engaged and perform at their best.
- Better staff retention – a positive workplace culture reduces turnover and recruitment costs.
- Reduced sick leave and absenteeism – meeting staff wellbeing needs helps reduce sick leave and ensures that absences are shorter and more manageable.
- A more resilient workforce – strategies that build resilience help people cope better with day-to-day stresses at work and problems at home.
- An enhanced reputation – showing that you take staff wellbeing seriously helps you attract and keep talented people.
The link between work and personal wellbeing
Work is an important part of most people’s lives, providing more than just an income. It can give us purpose, achievement, self-esteem, and opportunities to socialise, make friends and connect with others.
We often spend a substantial amount of our day working, so it’s inevitable that:
- a workplace with high levels of stress and presenteeism (when someone feels they have to be at work but are not being fully productive) can affect someone’s mental health. This can lead to burnout and exhaustion.
- people experiencing mental ill health, or, major life changes or challenges, such as bereavement, relationship problems, having a baby, debt or a workplace restructure, may struggle at work for periods of time.
People experiencing mental health difficulties lose their jobs every year at around double the rate of those without a mental health problem. They also lose them at a much higher rate than those with a physical health condition (Thriving at Work, 2017).
Working can sometimes have a negative effect on someone’s mental health but it can also have a very positive one as well. A supportive, inclusive workplace can help to prevent new mental health problems and support people struggling with their mental health to stay at work and thrive.
What does a supportive workplace look like?
Every employer has a responsibility to create a workplace where:
- Staff wellbeing is a priority across all areas of the business.
- People experiencing mental health difficulties, major life events or juggling caring responsibilities can talk openly without fear of stigma.
- Communication is clear, there’s an open-door policy, and staff know what support is available and how to access it.
- Flexible working is offered where possible, and a healthy work-life balance is encouraged.
- People know what’s expected of them and have clear roles and responsibilities.
- Workloads are manageable, and the organisational structure supports staff wellbeing.
- People are given opportunities for growth and development, so they can make meaningful contributions.
- The workplace culture is inclusive and welcoming, allowing everyone to feel they can be themselves.
- Bullying, harassment, and discrimination are not tolerated. (You should understand your duties under the Equality Act 2010).
What next?
Improving workplace wellbeing is a journey. The next step is to look at practical ways to make it happen in your organisation – from small changes to long-term strategies.