Struggling with mental health at work? You're not alone. Poor mental health costs UK employers up to £56 billion annually, with 44% of work-related illnesses tied to mental wellbeing. But here’s the good news: investing in mental health support can yield a £5 return for every £1 spent.
Here are five key employee benefits that can make a real difference:
- Employee Assistance Programmes (EAPs): Confidential counselling, self-help tools, and advice for stress, anxiety, and more.
- Mental Health Days: Paid or unpaid leave for employees to rest, recharge, and prevent burnout.
- Therapy and Counselling Access: Professional support to address deeper mental health challenges.
- Stress Management Resources: Tools like meditation apps, sleep aids, and fitness content to reduce workplace stress.
- Mental Health Training: Equipping managers and staff to spot issues early and create a supportive environment.
Each benefit is designed to reduce absenteeism, boost productivity, and improve overall workplace wellbeing. Whether you're a small business or a large organisation, these strategies can help create a healthier, happier team.
Start small or combine benefits to suit your team’s needs. Even simple steps like open conversations and clear policies can have a big impact.
Mental Health Benefits: The Basics
Mental health benefits refer to workplace programmes and resources aimed at supporting employees' psychological wellbeing.
Legal Framework and Employer Responsibilities
Under the Equality Act 2010, employers in the UK are legally required to treat mental health as equally important as physical health. This includes making reasonable adjustments for employees experiencing mental health challenges[2].
Impact on Workplace Productivity
Mental health challenges significantly affect workplace performance. They are responsible for 51% of absenteeism and 81% of productivity loss due to presenteeism[1].
Key Elements of Mental Health Benefits
A well-rounded mental health benefits package typically includes:
- Prevention: Regular check-ins and tools to manage stress.
- Support: Access to counselling and other professional services.
- Education: Training programmes to increase awareness and understanding of mental health.
Steps for Effective Implementation
Encouraging open conversations about mental health can help reduce stigma and make employees feel more comfortable seeking help.
Addressing mental health in the workplace can make a big difference. With one in four UK adults likely to experience mental health challenges, these benefits can help lower the staggering £42 billion annual cost of absenteeism[1].
Now, let’s dive into five key mental health benefits.
1. Employee Assistance Programmes (EAPs)
Employee Assistance Programmes are an important resource for supporting mental health in the workplace. Since 2008, their use has grown by 68% [3]. These confidential services are designed to help employees tackle personal or work-related challenges that might impact their performance or wellbeing.
EAPs offer a range of support options, including:
- Telephone, video, and in-person counselling
- Online self-help tools, as well as legal and financial advice
- Assistance with issues like stress, anxiety, depression, grief, and addiction
How to Introduce EAPs Effectively
To make EAPs effective:
- Ensure all employees are covered.
- Regularly remind staff about the available services.
- Train managers to recognise signs of distress, maintain confidentiality, and allow flexibility for appointments.
Monitor participation rates and gather feedback to improve the programme over time.
Next: Providing mental health days can give employees the opportunity to rest and recharge.
2. Mental Health Days
Mental health days give employees a chance to step back and recharge before stress levels become unmanageable.
Understanding Mental Health Days
Richard Holmes from Westfield Health highlights that mental health days allow employees to address stress early, reducing the risk of stress-related physical illnesses.
Implementation Guidelines
To make mental health days effective, consider these key steps:
- Policy: Clearly outline who qualifies in the employee handbook.
- Allocation: Keep mental health days distinct from regular sick leave.
- Pay: Clarify whether these days are paid or unpaid.
- Booking: Ensure the process is simple and confidential.
- Resources: Provide access to additional support services.
Impact and Benefits
With over 50% of workers experiencing burnout [4], mental health days can help reduce presenteeism. They offer:
- A chance to relieve stress
- Time for rest and recovery
- Space to seek professional support
- Opportunities to reconnect with family
Best Practices for Employers
- Clear Communication: Make sure the policy is easy to find and understand in company documents.
- Lead by Example: Encourage managers to use and openly discuss mental health days.
- Regular Assessment: Gather employee feedback after the first year to measure how well the programme is working [4].
Next, we’ll look at how therapy and counselling access can further support employee well-being.
3. Therapy and Counselling Access
Professional therapy and counselling have proven to help 73% of users improve their mental wellbeing, making them an important part of workplace benefits[5]. While mental health days can provide short-term relief, therapy tackles deeper issues as part of a broader strategy that includes prevention, support, and education.
Cost Considerations
Therapy sessions typically range from £40 to £75 per session, depending on the region and the format (online, group, or individual CBT).
Implementation Guidelines
To ensure effective mental health support, consider the following:
- Accessibility: Provide 24/7 support through various channels, such as phone, web chat, and face-to-face sessions.
- Confidentiality: Establish clear protocols to ensure discreet and secure access to services.
- Qualified Professionals: Work with therapists accredited by the British Association for Counselling and Psychotherapy (BACP).
- Variety of Services: Address a range of issues, including stress, depression, anxiety, and trauma.
- Additional Resources: Offer legal and financial advice to support overall wellbeing.
- Clear Communication: Ensure employees are well-informed about the services available to them.
- Cultural Sensitivity: Provide support that respects and understands diverse backgrounds.
- Workplace Awareness: Identify workplace stress triggers and train managers to recognise and address them.
Offering professional mental health support shows a strong commitment to employee wellbeing. In the next section, we'll look at stress-management resources that can complement these services.
4. Stress Management Resources
Stress-management platforms provide round-the-clock access to meditation sessions, sleep aids, fitness content, and educational materials. These tools help reduce workplace stress, improve focus, and complement professional counselling services.
Digital Stress-Management Tools
Key features include:
- Guided meditation sessions, sleep resources, workout videos, and mental health articles
- Access across multiple devices for ease of use
- A clean, distraction-free interface
- Compatibility with existing wellness programmes
Practical Implementation Steps
- Assess the current workplace environment and identify areas where stress levels are high.
- Choose user-friendly digital tools that minimise distractions.
- Incorporate these tools into employee wellbeing programmes and training initiatives. Setting up wellbeing committees can help organise activities like drop-in meditation sessions. As Paul Farmer states:
"The workplace is often the most stressful place a person finds themselves in, employees and managers need to keep an eye out for signs of deteriorating mental health in fellow colleagues." [1]
Regular one-on-one check-ins and team meetings can strengthen the impact of digital resources, creating a well-rounded support system that aligns with broader wellbeing goals and delivers measurable benefits.
5. Mental Health Training
Mental health training helps teams identify and address potential issues early. In the UK, businesses lose £45 billion and 38.8 million working days each year due to mental health problems. By introducing targeted training programmes, these losses could be reduced by up to 30%, translating into savings of £8–13 billion annually [7]. Combined with Employee Assistance Programmes (EAPs) and digital tools, such training encourages a more proactive workplace approach.
Programme Options and Costs
Training options vary widely, from self-paced online modules to live virtual and in-person workshops. Basic courses are relatively affordable, while customised sessions for leadership and resilience development require a greater investment [6].
Implementation Benefits
Investing in mental health training offers several advantages, including:
- Lower rates of presenteeism and absenteeism
- Reduced staff turnover - 75% of Generation Z employees have left jobs due to mental health concerns [7]
- A stronger workplace culture and greater trust among employees
- Better tools for early intervention and support
Essential Training Components
Effective training should provide managers and employees with practical skills to create a supportive environment. Key areas to cover include:
- Recognition: Spot early warning signs and take appropriate action.
- Communication: Handle sensitive discussions in ways that align with the organisation's culture.
- Application: Practise using real-world examples and proven strategies.
"When people feel comfortable talking about their mental health with others, they're less likely to become disengaged or withdraw." [7]
How to Set Up Mental Health Benefits
Introducing mental health benefits requires careful planning to ensure they are effectively implemented throughout your organisation.
Share Support Options
Compile a list of all available support contacts, such as mental health first aiders and Employee Assistance Programme (EAP) representatives. Share this information through newsletters, your intranet, and team meetings to keep everyone informed.
Make Resources Easy to Access
Prepare a resource pack that outlines each benefit, including counselling services, mental health days, and stress-management tools. Include clear instructions on how to access these services, ensure confidentiality, and provide guidance on emergency procedures.
Train Managers to Offer Support
Help line managers develop skills to:
- Spot early signs of stress or distress
- Handle sensitive conversations with care and understanding
- Direct employees to the appropriate support services
This not only builds trust but also allows for timely and effective interventions.
Address the Needs of Remote and Hybrid Teams
For employees working remotely or on hybrid schedules, consider:
- Allowing flexible hours to accommodate appointments or personal care
- Setting up regular one-on-one check-ins via video or phone
- Sharing wellbeing resources digitally through internal platforms like newsletters or intranet pages
Monitor and Refine
Track how employees use benefits like EAPs, mental health days, therapy, and stress-management tools. Gather feedback to identify areas for improvement, update resources with current practices, and adjust offerings based on changing needs. Evaluate the cost and effectiveness of each benefit to create a package that best fits your team.
We've discussed five specific ways to support mental health in the workplace: Employee Assistance Programmes (EAPs), mental health days, professional counselling, stress-management tools, and staff training. Businesses that prioritise these initiatives often notice improvements in attendance, productivity, and employee retention.
Building a workplace that supports mental health doesn’t have to be expensive. Simple steps like encouraging open conversations and ensuring clear access to resources can make a big difference. Monitor how often EAPs and mental health days are used, collect employee feedback, and fine-tune access to therapy, stress-management tools, and training accordingly.
These five strategies offer a strong starting point for organisations of any size. They’re not just about supporting employees - they’re a smart move for creating a resilient and motivated team.