Employees are continuing to suffer in silence at work despite years of corporate wellbeing campaigns, with new research suggesting most workers remain deeply uncomfortable discussing mental health concerns with their managers.
Just 5 percent of employees said they would speak to their line manager about their mental health, according to research commissioned by health insurer Vitality and conducted by research company Opinium among 2,000 UK adults.
The findings raise questions about how effective many workplace wellbeing strategies really are if employees still feel unable to raise concerns before reaching crisis point.
The issue may already be affecting attendance and productivity. More than two in five workers said they had considered taking time off because of stress, burnout or poor mental wellbeing, rising to 53 percent among Generation Z employees.
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Experts said the figures suggest many organisations continue to rely too heavily on manager-led conversations despite evidence that employees often avoid discussing mental health struggles directly.
Workers still reluctant to speak openly
The findings reflect wider concerns about stigma, trust and confidence around mental health in the workplace.
Research and guidance from the Chartered Institute of Personnel and Development and mental health charity Mind stress the importance of encouraging people to talk about mental health early and creating psychologically safe workplace cultures.
Previous Opinium research has also suggested many employees remain uncomfortable discussing mental health concerns with managers even when organisations promote wellbeing initiatives.
Mental health charities and workplace specialists have repeatedly warned that employees often wait until problems become severe before seeking support, increasing the risk of burnout, absence and long-term sickness.
The challenge may be particularly significant for younger workers, who report higher levels of stress and anxiety but may also face job insecurity, financial pressure and concerns about how disclosure could affect career progression.
Pressure grows for earlier intervention
Arun Thiyagarajan, chief executive of VitalityHealth, said employers needed to make support easier to access without relying solely on workers raising concerns themselves.
“This new research highlights that if support depends on waiting for people to escalate serious concerns, too many people will fall through the cracks. Businesses who move to a proactive and visible model of support, can make it easy for employees to access help independently and at an earlier stage.”
He said employers should offer multiple routes to support, including digital tools, self-help programmes and therapy access.
“That means offering a range of options people can engage with in different ways, whether that’s digital tools to manage day-to-day mental wellbeing, structured self-help support, or access to therapy, all without unnecessary barriers or delays.”
Vitality said employees increasingly wanted support they could access privately rather than through direct conversations with managers, allowing them to seek help before issues escalated.
The insurer provides access to mental health support through its Care Hub platform, including talking therapies, self-management tools and digital wellbeing services.
Hidden wellbeing problems may be affecting productivity
Workplace wellbeing specialists have increasingly warned that poor mental health often remains invisible until it begins affecting attendance, performance or retention.
Research from workplace health provider Westfield Health suggests mental health absence is rising, with employees reporting an average of 5.7 days off linked to mental health in 2024. The organisation estimated such absences cost UK businesses almost £14 billion annually.
Its research also found fewer than half of employees felt their manager was available to support their wellbeing.
The figures suggest many organisations may still be struggling to close the gap between promoting wellbeing policies and creating workplace cultures where employees feel genuinely comfortable seeking support.
As businesses continue investing in wellbeing programmes, mental health first aiders and employee assistance services, the latest findings suggest access alone may not solve the problem if workers remain reluctant to speak openly about how they are feeling.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
