Mental health in the workplace is an ongoing conversation.
 
And no wonder, because poor employee mental health is thought to be costing UK businesses an estimated £51 billion each year. [1]
 
In 2025, 17.1 million workdays were lost to mental health-related absence. So, if you’re not doing enough to support workers, it could be costing you more than you imagine. [2]
 
 If that hasn’t raised your antennae, here are two more sobering statistics:

• 47% of HR directors and senior decision-makers report that mental health conditions are among the leading causes of long-term sick leave in their organisation. [3]
• 91% of UK adults reported high or extreme levels of pressure or stress in the past year. [4]

With all this in mind, it’s worth asking whether you could do more to support employees and reduce absenteeism in your business.

Taking positive steps to address mental wellbeing could result in:

• Reduced rates of employee absence
• Improved performance
• Improved productivity
• Higher retention
• Better morale.

Employers often struggle to know how to address mental health in the workplace

Almost a third of HR leaders say mental health support has proved to be the “single most effective measure for preventing long-term sickness absence”. [5]
 
However, research from Mental Health UK has found that employers often struggle to know how best to support staff. [6]

Not only can the early warning signs be difficult to spot, but talking about sensitive issues can also feel daunting – and is therefore often avoided. As a result, poor mental health is often caught too late.
 
In some cases, mounting pressure can turn into burnout or physical symptoms of stress that cause workers to need time off work to recover.
 
Early intervention from employers can help to alleviate stress, anxiety, or depression before the problem escalates into long-term illness. As MetLife UK’s Lead Medical Service Consultant says, “When people feel supported early, they recover faster and stay connected to work.” [7]
 
Build confidence among managers and employees so they’re more likely to speak up

To enable supportive workplace conversations, it’s crucial that both managers and employees have the confidence to speak up.

According to Mental Health UK, companies seeing the best outcomes excel at:

• Building trust from the start. Ensure onboarding includes open discussions about wellbeing, setting the tone for a supportive workplace culture.
  
  
• Creating support networks. Mentoring and buddy schemes give younger employees a sense of connection and reassurance that they are not alone.
  
  
• Investing in managers. Specific training can give leaders the confidence and skill set needed to hold meaningful conversations about wellbeing, workload, and performance with team members. [8]

Research from the Chartered Institute of Personnel and Development showed that management style is one of the most common causes of workplace stress.
 
As such, if you only address a single area, investing in targeted training for managers could make a meaningful difference. [9]
 
Identify employees who may need support with the STOP guide 

Following the STOP guide could help managers recognise when an employee may need support and prevent mental health conditions leading to absence from work.

• Spot the signs: Watch out for changes in mood, behaviour, performance, or attendance.
• Talk early: Create space and encourage managers to have a supportive, non judgemental conversation as soon as they have concerns. Ensuring all employees have regular one-to-one meetings with both line managers and non-line managers could also be highly effective.
• Offer support: Take time to properly understand how stress is affecting the person’s work and wellbeing. Then, provide practical adjustments and wellbeing resources to help alleviate the pressure.
• Prevent escalation: Once aware of an issue, don’t tick it off as “done”. Follow up, monitor progress, and act quickly if things get worse.

If your benefits package includes an employee assistance programme (EAP), make sure employees understand what is included and how to access services that may help. Most EAPs offer 24/7 GP access and counselling services.
 
Remember – once in place, make sure benefits are well signposted and employees know how to make the most of what’s available.

Get in touch

To find out more about how your employee benefit package could support mental health in your workplace, please get in touch.
 
Email info.wp@titanwh.com or call us on 0800 048 0150.

Please note

This article is for information purposes only and does not constitute personal financial advice. If you are unsure about whether a particular course of action is suitable for you, we recommend that you seek independent financial advice.
Titan Wealth Planning Ltd is authorised and regulated by the Financial Conduct Authority (FCA reference number: 574458). Registered address: 101 Wigmore Street, London, W1U 1QU, United Kingdom.