Mental health awareness campaigns have helped open up important workplace conversations, but supporting employee wellbeing requires more than a once-a-year focus. Dr Amy Pressland, Head of Talent and Performance at Benenden Health, explains why organisations should prioritise mental wellbeing all year round.
Awareness weeks have played an important role in bringing conversations about mental health into the workplace. They help break down stigma and encourage people to seek support – but there’s also a risk that mental wellbeing becomes something we focus on only when the calendar tells us to.
The reality is that poor mental health doesn’t operate on a schedule. Stress, anxiety and burnout can affect employees at any time of year, often building gradually before reaching a crisis point. If organisations are serious about supporting their employees, wellbeing must be embedded into everyday working life rather than reserved solely for awareness campaigns or events.
We’re seeing evidence that employees need more consistent support. Research from not-for-profit healthcare provider Benenden Health found that only 59% of workers rate their work-life balance as ‘good’. At the same time, three in five employees describe their employer’s health benefits as only ‘poor’ or ‘average’. Younger workers appear to be feeling the strain the most as two-fifths of employees aged between 18 and 34 say stress or anxiety is a barrier to their wellbeing, compared with just 18% of those aged 55 and over.
Data from Benenden Health’s 24/7 GP and Mental Health Support Line shows anxiety is the most common issue presented across all age groups, accounting for 28% of cases among under-25s.
For employers, supporting wellbeing is not simply an employee benefit – it’s a business matter. When their people are struggling, organisations see and experience the impact through increased sickness absence, reduced productivity, higher staff turnover and lower engagement. In contrast, workplaces that create supportive cultures often benefit from a more motivated, resilient and committed workforce.
The good news is that meaningful support doesn’t always require significant investment. Often, it starts with consistency. Managers should feel confident having regular conversations about well-being. Simple actions such as regular check-ins, signposting available support, encouraging annual leave and creating an environment where people feel comfortable speaking up can all help prevent issues from escalating.
On the flip side, employees should know where and how to access support when they need it. Access to flexible working arrangements, realistic workloads and clear boundaries around working hours can all make a meaningful difference, whilst providing timely access to GP appointments, counselling or mental health support lines can help people seek support earlier.
Prevention here is important, as too often, support is introduced only after someone has reached the breaking point. Whereas early intervention can help individuals address challenges before they escalate into longer-term health concerns or prolonged periods away from work.
Employees increasingly want employers who demonstrate a genuine commitment to their health throughout the year. They want cultures where wellbeing is treated as an ongoing priority and support is accessible and consistent. Nevertheless, awareness weeks still have a valuable role to play in sparking important conversations and encouraging positive action.
It’s also important to recognise that many businesses are already taking positive steps. Over the past decade, we’ve seen mental health move much higher up the workplace agenda, with organisations investing in wellbeing initiatives, employee assistance programmes and manager training. The challenge now is ensuring these efforts are sustained throughout the year.
