Employers feel more responsibility for employee health, but action doesn’t align

A survey by Aon* on UK Benefits and Trends shows a significant increase in the last year in the number of employers that ‘strongly agree’ they have a responsibility for the health and wellbeing of their employees. This has risen from 20 % in 2021 to 51 % in 2022. Meanwhile, 44 % of respondents agreed that they have a responsibility, with just 5 % disagreeing or having no view.

Although many workdays are lost due to mental health conditions each year, the subject still has a stigma attached. Almost 60% of employees have never spoken about their mental to anyone in their workplace.

A reason for this may be that only 44% of employers have a formalised Health and Wellbeing strategy*, although 32% plan to have one within the next 12 months. Additionally, 70 % don’t have a dedicated budget for a Health and Wellbeing programmes. Just 8% measure the return on investment of their Health and Wellbeing programmes.

Mark Witte, principal – health and risk, at Aon, said: “This stand-out statistic of 95 % of employers agreeing they have a responsibility for their employees’ Health and Wellbeing is the most notable shift from previous years’ surveys. It is easy to draw connections to the ongoing impact of the Covid-19 pandemic and the heightened awareness of ill-health, but the word ‘responsibility’ is important. However, given the acceptance that the employer has a role to play in supporting employee wellbeing, it is disappointing that this year’s research shows no change in terms of the number of employers with a formal strategy in place or planning to do so soon.”

Wellbeing in the workplace was traditionally considered a health and safety issue – concerned with the risk of workplace injuries and related ill-health. However, wellbeing is a much bigger picture, encompassing both mental and physical health. Employers should take measures to improve how work is organised and to successfully manage both the physical and psychological aspects of the job.

Given what we know about an employer’s responsibility for employee health and wellbeing, why is it often difficult to implement meaningful health and wellbeing programmes?  

Change must come from the top, with managers as advocates for healthy and supportive cultures. Top management should lead by example and demonstrate support for mental health issues.

If a company wants to improve mental health at work, it must adjust its strategies. Token gestures aren’t enough. Remember that mental health is not just an HR issue; it’s also a diversity, equity, and inclusion (DEI) issue. At the same time, mental health needs to be looked at through an intersectional lens because each person’s experience varies.

Regardless of how robust a company’s benefits are, its culture is what ultimately reduces stigma and can empower employees to use those benefits without fear of retribution.

Research from the Harvard Business school shows that the most commonly desired workplace resources for mental health are a more open and accepting culture, training, and more transparent information about where to go or whom to ask for support. Culture should be changed from the top-down, with managers and senior employees leading the way.

Wellbeing and mental health are sensitive and challenging issues to address – however, they are not going away any time soon. Investing in people is crucial to a firm’s success, so don’t overlook their welfare.

IHRS can assist you in formulating your Health and Wellbeing strategy. Our team will help you take a deep dive into how your staff feel and design a meaningful and effective strategy. Email HRhelp@ihrsolutions.co.uk, call 01604 709509 or visit our website.

-------

*Aon