Mental Health Support at Work: Poundland Unveils New Well-Being Approach

Mental health support at work has become a significant point of discussion in modern employment. Worrying figures of workplace abuse and high turnover rates are just some of the concerns employers have been left with. In an effort to overcome these challenges, Poundland has announced its partnership with the retail charity Retail Trust, introducing a new range of initiatives to support employee well-being in the UK.

In our latest article, we examine the measures Poundland has unveiled, why this support matters, and the growing importance of managers. We then discuss how technology can assist with employee well-being, the associated legal obligations of employers, and the steps individuals can take if they aren’t receiving the support they’re entitled to.

If you believe your employer isn’t providing the support they should, get in touch with Redmans Solicitors. As experts in the employment sector, our team can assess your case, answer your questions, and outline your possible options going forward. We can also determine your eligibility to bring a claim and guide those eligible through the legal process.

To learn more about how we could help you, please:

• Phone us on 020 3397 3603
• Complete our online form with your details to request a callback

Poundland’s New Mental Health Support at Work Initiatives

Like many industries, the retail sector faces growing pressure to address well-being concerns in the workplace. According to a Retail Trust study published in 2025, 77% of shop workers have faced “intimidating behaviour” in the last year, with 43% claiming they experience abuse or attacks on a weekly basis.

Poundland has since responded to these concerns, introducing a new range of measures focused on mental health support at work. Built around a partnership with Retail Trust, the initiative aims to support the company’s approximately 12,000 employees across the UK.

Among other things, these measures include:

• Accredited well-being training for managers
• Access to financial aid for staff
• Resources to help employees dealing with abuse at work
• A generative-AI-powered “happiness dashboard” to monitor well-being trends

Read More: Mental Health Disclosures: How to Disclose a Mental Health Disability to Your Employer

These services will be delivered through the Retail Trust’s existing support infrastructure, and are hoped to combat the challenges shop floor staff face. Poundland’s managing director, Barry Williams, commented on the partnership, stating, “Our colleagues do an amazing job, but we know working in retail can at times be challenging…We’re committed to doing all we can to support them.”

Why Supporting Mental Health at Work Matters

The new mental health support at work approach taken by Poundland represents an initiative that other employers should consider. An individual’s well-being can be impacted by factors including stress and abuse, regardless of one’s seniority, and this can lead to depression, burnout, and other symptoms.

When an individual’s mental health is left unsupported, increased absenteeism, reduced productivity, and high staff turnover, among other things, can follow. Yet, when the workforce receives adequate support, the working environment is more positive, productivity soars, and employee talent is retained. It’s therefore essential for businesses to properly support staff, as it offers an opportunity to genuinely help people and improve company performance.

Employee Well-Being in the UK: The Growing Role of Managers

One of the most notable aspects of Poundland’s approach is the emphasis on well-being training for managers. Previously, mental health support at work often solely focused on the individual affected. However, attention has since been drawn to the important role managers and senior leadership play.

Since managers regularly deal with staff during performance and behaviour discussions, times of absence, and other work-related matters, they can be the first line of support. However, without proper training, they may miss the early warning signs of well-being struggles, handle conversations insensitively, or take disciplinary action when support would have been more appropriate. This can exacerbate an individual’s circumstances and potentially expose the employer to legal risks.

Yet if a manager is appropriately trained, they can more easily identify issues, reduce stigma around mental health, and encourage early disclosure. This can make the necessary support available sooner and reduce the risk of matters escalating into grievances or legal action. Ultimately, a well-trained manager benefits the employer and employees alike.

AI in Mental Health Support at Work

Another interesting element of Poundland’s approach is its use of technology to support the workforce. Tools such as the generative-AI-powered “happiness dashboard” can help identify emotional trends, flag concerns, and provide anonymised insights for senior leadership. Such data can help organisations be proactive rather than reactive, thereby enhancing workplace well-being.

Read More: NHS Whistleblower Awarded £1.4m After Being Unfairly Dismissed

However, employers must be careful when handling employee data. The use of AI can raise data protection concerns and affect workforce trust. Therefore, before using AI, employers should consider applicable data protection laws and fully disclose their intentions to staff.

Mental Health Support at Work: What the Law Has to Say

When it comes to employee mental health, employers have legal obligations they must adhere to. Under the Health and Safety at Work etc. Act 1974, employers must take reasonable steps to protect the health, safety, and welfare of employees. Importantly, this includes mental health in addition to physical health.

Elsewhere, the Equality Act 2010 provides protection against unfavourable treatment due to one’s protected characteristics. One such characteristic concerns disability. This is defined as a long-term—lasting or likely to last at least 12 months—physical or mental impairment that has a substantial adverse effect on an individual’s ability to carry out regular, daily activities.

Consequently, if a person’s mental health satisfies this definition, they would be considered legally disabled and protected from less favourable treatment because of it. They could also be entitled to reasonable adjustments at work. As such, if an employer fails to satisfy its legal obligations, it could open itself to claims, including discrimination and unfair dismissal, making compliance essential.

Not Receiving the Support You Need? Here’s What You Can Do

If an individual believes they aren’t receiving mental health support at work when they should be, there are several options. Firstly, depending on the circumstances, an informal chat with one’s manager or a formal grievance may be appropriate. Both channels offer the opportunity to resolve the matter informally, but the latter imposes additional obligations on the employer.

If this doesn’t work, the next step is usually to begin early conciliation with Acas. This free and independent process is necessary before most claims can be pursued and provides another chance to resolve the matter without escalation.

However, if all else has failed, the final step is to bring an employment tribunal claim. Doing so requires strict adherence to time limits and eligibility criteria, but if successful, compensation could be awarded.

If you want expert help with your case, contact Redmans Solicitors for specialist legal advice. Our team is here to support you and will answer any questions you may have. To begin, simply:

• Phone us on 020 3397 3603
• Request a callback via our online form