web
You’re offline. This is a read only version of the page.
close

Balancing the books and wellbeing: Why mental health must be central to workplace reform



As October comes to an end and we approach the government’s hotly anticipated first budget, I’ve been collecting my thoughts on Labour’s first 100 days in power.  

In their early weeks in office, Labour highlighted one key focus for improving economic productivity: reducing NHS waiting times. The logic is straightforward — the quicker people can access healthcare, the sooner they can return to work. This, they argue, will reduce sickness absence, bolster workplace productivity, and ease some of the burdens on employers. This is an understandable and valid argument, especially when plans are linked to the treasury purse and there is a budget announcement looming.   

While this is certainly a win for both people and businesses, it’s essential to recognise that Labour’s strategy may be missing a broader opportunity. The workplace itself plays a far more significant role in the health of the nation — and its mental health in particular — than many currently realise. 
 

The workplace as a crucial player in mental health 

Consider this: half of the UK population is employed in some capacity, with around 34 million people in work. For those working full-time, they spend nearly two-thirds of their waking life in the workplace. As such, the environment they spend most of their time in inevitably has a profound impact on both their physical and mental health. 

In the 1970s and 1980s, the government acknowledged the importance of the workplace in protecting physical health, introducing a slew of legislation, regulations, and guidance designed to safeguard employees from physical harm. Notably, the Health and Safety at Work Act 1974 contributed to significant improvements. Since then, work-related deaths have decreased by 79%, and non-fatal injuries have reduced by 75% (1). A focus on prevention and safety has saved lives and protected countless employees from injury. 
 

The mental health crisis: The next frontier 

While these strides are admirable, a new challenge has emerged. Today, rising mental health issues are contributing to higher levels of sickness absence. According to Health and Safety Executive data, mental health conditions — including stress, anxiety, and depression — accounted for 49% of new and long-standing cases of work-related ill health in the past year, a significant increase from the 1990s when self-reported mental health cases were barely 1,000. 

Poor working environments are undeniably exacerbating this crisis. Toxic workplace cultures, job insecurity, high-pressure environments, discrimination, and financial stress all contribute to deteriorating mental health. 

Indeed, recent research shows that mental health issues are now the primary reason for long-term sickness absence in the UK. The costs of poor mental health at work are staggering, with estimates suggesting that it costs the UK economy £51 billion each year due to lost productivity, absenteeism, and presenteeism (2). 

Furthermore, workplace stress has been linked to a higher risk of suicide. The ONS found that some careers have a higher suicide rate than others (3). It is important for employers to understand the risk factors that may be most relevant to their workers.  The ripple effect of suicide extends beyond individual wellbeing, with a significant toll on families, communities, and the economy as a whole. Research estimates that if someone dies by suicide, 135 people are impacted (4). Everyone needs to come together to reduce suicide, including workplaces and yet Mental Health First Aid England® research (July 2024), showed that over 75% of employees do not know if suicide prevention is currently part of their organisation’s strategy. Workplaces must ensure that they embed suicide awareness, prevention, and support into their mental health and wellbeing strategies.  
 

Learn more about suicide prevention in the workplace


A call for parity: physical and mental health at work 

The government has an opportunity to lead on this issue, but it cannot succeed alone. The onus is on employers to create healthy work environments where mental health is prioritised as much as physical safety. The Institute for Public Policy Research (IPPR) recently published a report calling for employers to be fined for unhealthy workplaces (5). I could not agree more. If physical safety is monitored and regulated in the workplace, why shouldn’t mental health be treated with the same level of importance? 

The IPPR’s argument is compelling, and as the national authority on mental health first aid, MHFA England® agree. Mental health often seems to be the “poor relation” when compared to physical health, despite the overwhelming statistics in front of us. We need legislation that establishes clear standards for mental health in the workplace, ensures employers take proactive steps to prevent mental ill-health, and guarantees minimum support for those who are struggling. 

Employers and government bodies should work together to establish these standards, holding organisations accountable for both preventing mental health crises and providing adequate support when they occur. This is not just an ethical imperative — it’s a legal and economic one. Failure to act will perpetuate a costly cycle of absenteeism, presenteeism, and poor employee retention that could hinder long-term economic recovery. 
 

Find out how MHFA England can help you foster a thriving workplace


Engaging HR leaders and wellbeing experts 

As the government move forward, there is a pressing need for HR leaders, wellbeing professionals, employers and employee think tanks to voice their concerns and provide solutions. The NHS is already seeing a flood of views being submitted to their 10-Year Health Plan consultation, which is wonderful. I do wonder though, how many business leaders are submitting their ideas on how workplaces can contribute to better health outcomes for employees? 

At MHFA England, we’ve worked with over 20,000 organisations providing training and consultancy to promote mental health in the workplace. Our experience shows that with the right interventions, workplaces can be powerful spaces for promoting good mental health. To ensure that the voice of employers is heard in shaping the government’s strategy, we will be holding think tank sessions with business leaders to submit feedback on behalf of the organisations we work with. I would urge other organisations to do the same, and submit responses to the consultation before the deadline of 2 December 2024. 

Additionally, through the Association of Mental Health First Aiders®, the first and only membership body for MHFAiders®, we will be consulting with our members to submit a formal response on how businesses can play a central role in addressing the nation’s mental health crisis. 
 

Join the Association of Mental Health First Aiders


What next? 

As the government approaches its first budget, HR leaders across the UK must seize this opportunity to influence policy and create healthier, more supportive workplaces. Mental health can no longer be sidelined. With the right framework, businesses can be a driving force in improving the mental health of the nation — and ultimately, in boosting economic productivity and growth. 

Blog written by Sarah McIntosh, Chief Executive 
 

References: