2025 Workforce Wellness: Essential Mental Health Initiatives for Success

Over time, employers are becoming increasingly aware of the importance of staff well-being. And with many notoriously having “January blues” following Christmas, mental health initiatives become more important than ever.

Read on as we discuss the importance of workplace well-being. We will examine the employee mental health programs companies should consider to protect their workforce and what employees can do if their rights are breached.

If you have any questions or believe your employer hasn’t adhered to their legal obligations, please get in touch now. Redmans Solicitors are employment law specialists, and following a quick chat, we can provide specialist advice and discuss your options.

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Mental Health in the Workplace: The Importance of Staff Well-Being

Good mental health is essential for personal well-being—but it’s equally important for balancing work demands and personal commitments. When staff well-being deteriorates, stress, anxiety and depression can take over, making it difficult to function properly. Those affected may struggle to concentrate and perform their regular duties, leading to reduced productivity, difficulties maintaining professional relationships, and sustained absences.

Corporate Mental Health Statistics in the UK

  • According to the Health and Safety Executive (HSE), 51% of work-related absences resulted from depression, anxiety and stress in 2021/22.
  • In 2022/23, 17.1 million working days were lost, again due to stress at work, anxiety or depression, according to the Mental Health Foundation.
  • A CIPD survey on UK Sickness Absence Rates in 2023 found that 63% of respondents attributed long-term absenteeism to mental health issues.

These figures highlight the significant impact of poor staff well-being and why improving mental health is a must. Through mental health initiatives in the workplace and personal action, employers and employees alike can take steps to avoid such consequences.

What To Do if Work is Affecting Your Mental Health

While employer mental health initiatives are essential to staff well-being, action must begin from within. Individuals are the first to know when something is wrong, and swift action can prevent issues from spiralling out of control.

Before problems even arise, though, individuals can practice good habits that reduce well-being risks, both at home and at work. Intentionally getting enough sleep, eating a balanced diet, and regularly exercising can all contribute to good health. The same can be said about participating in hobbies that bring enjoyment.

As for at work, employees should remember to take regular breaks. Even if this simply involves going for a short walk, time away from the desk can help recharge the batteries and prevent burnout. Should an individual work from home, they may need to consciously set boundaries to stop work spilling over into their personal life.

Unfortunately, even if individuals maintain healthy habits, they can still experience mental health difficulties. In such circumstances, it’s important for those affected to act early. Discussing issues faced with a manager could lead to a quick remedy, especially if measures like adjustments to work provide a solution.

If the problem runs deeper, though, it may be time to consider employee mental health programs or outside help, like NHS resources. These specialised measures can help individuals get to the root of their problems and find a way to get back on track.

Can I Reduce Hours at Work Due to Mental Health?

If an employee is struggling with their mental well-being, they may be able to reduce their hours. Employees have a day-one right to request flexible working, which could include doing just that. Although employers aren’t legally obliged to accept such requests, they must have a valid reason for denying them.

Furthermore, should an employee’s mental health condition be legally classified as a disability, their employer would be required to make reasonable adjustments. If such adjustments included reducing the individual’s working hours, the employer would need to action this or risk facing legal consequences.

Managing Stress Through Mental Health Initiatives in the Workplace

Implementing mental health workplace initiatives is not only a legal requirement for employers but a positive step that benefits all. When improving mental health among the workforce is prioritised, organisations can enjoy greater productivity and loyalty while staff can stay healthy.

Among the mental health initiatives, employers should:

  • Conduct Stress Risk Assessments – Employers cannot tackle mental health in the workplace if they don’t know about it. By undertaking regular risk assessments, they can identify potential stressors and implement mitigative measures.
  • Provide Training and Awareness – Training on corporate mental health can help managers identify and address concerns about well-being in their teams. Such training can also give staff the tools they need to cope with any issues they may face.
  • Encourage Open Communication – By normalising discussions about mental health, employees will feel more confident in disclosing their problems. This will help those affected find the support they need and encourage teams to help one another.
  • Implement Flexible Work Options – Remote working and adjustable hours are just some of the ways employers can support those struggling.
  • Ensure Access to Professional Support – While colleague support is beneficial, sometimes it’s not enough. By partnering with mental health organisations, employers can provide well-rounded support that caters to each individual’s needs.

Mental Health Initiatives Not Provided? What to do Next

While supporting the workforce benefits employers, it’s also their legal duty. Should an organisation fail to implement specific mental health workplace initiatives, they may expose themselves to employment tribunal claims.

If an employee believes their rights have been breached, like being denied reasonable adjustments, several steps should be followed. First, it’s wise to document what happened and seek an internal remedy. 

Depending on the severity of the situation, this could involve having an informal chat or raising a formal grievance. In the case of the latter, specific legal requirements would be placed on the employer, like adhering to the ACAS Code of Practice. Either way, though, if a solution is found at this stage, stressful court action would be avoided.

If a solution cannot be found, though, it may be time to pursue an external remedy. The employee could undertake ACAS early conciliation before taking their claim to an employment tribunal if all else fails. Should they succeed with their claim, the tribunal may award them financial compensation.

If you have any questions about mental health initiatives or think your employer has violated your rights, contact Redmans Solicitors now. As sector specialists, we can answer your queries and discuss your possible next steps.

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