World Mental Health day 2025: How to Support Employee Wellbeing and Mental Health
Workplace wellbeing is no longer a soft metric. It has become a strategic priority. Ill health now costs the UK economy an estimated £150 billion each year (1), with 2.8 million people inactive due to long-term health conditions (1). In 2025, UK employees took an average of 9.4 sickness absence days, up from 7.8 in 2023 (1). While part of this significant increase may be down to external pressures outside of work, it's also a sign that there are issues in how companies support employee wellbeing.
There is however, progress. 74% of employers now say senior leaders prioritise wellbeing, compared to 61% just two years ago. This is a sign of a growing acknowledgement of mental health as a serious issue, as well as efforts to address it across the UK.
At Phoenix Health and Safety, we have been helping organisations protect their people and build resilient safety cultures since 2005. Our NEBOSH, IOSH and ISEP training programmes are trusted across the UK and South Africa, helping organisations keep staff safe and remain compliant. In this blog, we'll discuss the importance of mental health support at work, some of the factors contributing to its increase, and what employers can do to reduce the risk of poor mental health in their workplace.
Defining Workplace Wellbeing: Physical, Mental and Social Health at Work
Workplace wellbeing encompasses physical, mental and social health. When employees feel safe, supported and valued, they're more likely to engage actively in work, meaning higher morale and productivity.
A strong safety and wellbeing culture helps reduce stress, burnout and staff turnover. It also lowers the risk of work-related musculoskeletal disorders, which remain a leading cause of long-term absence. By investing in wellbeing, employers protect their people and strengthen their reputation.
Plus, in competitive labour markets, organisations that demonstrate genuine care for their people stand out. They attract top talent, retain experienced staff and build cultures that thrive.
Mental Health in the Workplace: Tackling the UK’s Top Cause of Absence
Mental ill health is now the leading cause of both short- and long-term absence in the UK. One in four people experience a mental health problem each year, yet stigma still prevents many from seeking help. It's one of the main factors contributing to the increase in absences across the UK, and while work isn't the sole cause, there are things employers can do to support their staff.
One of the simplest is acknowledging mental health in the workplace. Doing so and promoting openness around mental health can break down stigmas, encouraging employees to open up about issues. While this may mean they take a single day's leave to recover, this is far better for everyone involved than a week taken off due to severe mental health symptoms.
Remote Work and Wellbeing: Supporting Hybrid Employees with Mental Health Resources
Another factor contributing to the mental health increase is remote working. While it and hybrid working offer flexibility and major benefits for employers and employees, they can also blur boundaries between work and personal life. The CIPD reports that many remote workers struggle to switch off, with 30% reporting feelings of loneliness. This increases anxiety and fatigue.
To support wellbeing in remote settings, employers should:
Schedule regular team check-ins
Create online peer support groups
Set clear expectations around availability
Ensure wellbeing resources are easy to access and confidential
These are small and simple steps, but can have a big impact, especially when some remote workers won't speak to anyone prior to the end of the work day. Even being asked how their evening was on a call can make a world of difference.
Workplace Wellbeing Strategies: Practical Steps for Employers to Support Staff
Now that we've gone over some of the main causes of poor workplace wellbeing, we'll turn our attention to what employers can do. While we've already discussed support fore remote workers, there are plenty of other things leaders can do for employees, wherever and however they work.
Lead from the top - Senior leaders should champion wellbeing visibly and allocate budget for support programmes.
Train your managers - Equip line managers to identify and respond to mental-health issues. A single conversation can change outcomes.
Offer flexibility - Hybrid models give employees autonomy and help them balance work and life.
Provide wellbeing resources - Make counselling, financial advice and physical-health programmes easy to access and confidential.
Foster peer support - Mentorship and buddy systems help reduce isolation and build cross department connections, especially for remote teams.
Monitor and adapt - Use surveys and feedback to refine your wellbeing strategy, responding to issues and incorporating suggestions
IOSH Training for Managers: Embed Workplace Wellbeing into Your Safety Culture
If you want managers in your organisation to support the mental health of staff, our new course is the ideal choice. We're now offering the IOSH Managing Occupational Health and Wellbeing course gives managers the tools to champion employee health. This one-day, IOSH-accredited course teaches managers how to assess health risks, support returns to work and create a workplace culture where wellbeing is valued.
By empowering your managers, you can boost productivity, reduce absence and demonstrate genuine care for your team.
Course questions? Want to book in-house or bespoke training?