An alarming disconnect between workplace support and employee wellbeing needs is emerging in the UK.
- A significant decline in both mental and physical health among workers has been observed.
- The rising cost of living is exacerbating the pressure on today’s workforce.
- Most employees find existing wellbeing resources inadequate or underutilised.
- Improvements in employee support are crucial to mitigate escalating absence and productivity losses.
New findings from Westfield Health have brought to light significant challenges facing UK employees concerning their mental and physical wellbeing. The report, which surveyed over 2,000 workers, indicates a worrisome rise in mental health issues, with 30% of employees noting a decline in their mental wellbeing over the previous year. In comparison, only 27% reported improvements, highlighting a disturbing trend. The escalating cost of living further adds to the burden, with 74% of respondents expressing concern over its impact on their wellbeing.
The data underscored that burnout, stress, and financial worries are major contributors to deteriorating mental health, impacting employee productivity. Notably, 45% of the workforce admitted their mental health struggles had affected their job performance in the past year, contributing to workplace absences that, alarmingly, have cost UK employers £19.5 billion in 2023 alone.
Despite the evident demand for improved support, the reaction from businesses has been less than satisfactory. Over one-quarter of employees reported having no access to wellbeing support at work, and even when such programs exist, they tend to be underutilised, with 60% of eligible workers never leveraging these resources. Vicky Walker, Westfield Health’s Group Director of People, stated, ‘Evidence shows that happy and healthy employees are the most productive.’ Business leaders are urged to invest more significantly in health and wellbeing initiatives and ensure employees are aware of and understand how to access them.
The report also draws attention to the disparity in support accessibility between small and medium-sized enterprises (SMEs) and larger businesses. Employees at SMEs might have fewer resources, yet they reportedly make better use of what is available. Interestingly, while 66% of those who accessed wellbeing support found it beneficial, 42% reported never being approached for feedback on their needs. Walker emphasizes the importance of collecting employee data and feedback to tailor effective wellbeing strategies and accurately measure their outcomes.
The pressing nature of these findings is further underlined by the fact that 40% of employees are contemplating changing jobs within the next year. This presents a substantial financial risk for companies, potentially costing large firms up to £38.3 billion and smaller enterprises up to £47.1 billion. To retain their workforce, businesses must align their support offerings with employee preferences. Desired benefits include private health insurance (39%), 24/7 GP access (29%), mental health days (24%), and provisions for regular health check-ups and counselling services.
The urgent need for comprehensive workplace wellbeing support calls for immediate employer action to prevent further employee health decline and financial repercussions.
