Addressing the employee wellbeing gap
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Looking after employee wellbeing is a priority for businesses, especially as poor mental health is on the rise. This year, the charity Mental Health UK warned of a “worrying” number of people taking time off work due to poor mental health leaving the UK at risk of becoming a “burnt-out nation”. However, there is a question over how effectively businesses are supporting their people.
A recent Howden Employee Benefits research report, ‘Employee Benefits and Wellbeing in Scotland,’ revealed that just over three-quarters of companies lack measures to support employees’ mental health and wellbeing, and a third stressed the need for improved mental wellbeing initiatives.
Only 23 per cent offer comprehensive mental health and wellbeing support, highlighting a critical gap in meeting employee mental health needs. While businesses are investing in employee benefits, often they don’t align with what employees truly need.
Furthermore, 67 per cent of employers are uncertain which benefits are most valued by employees, demonstrating a disconnect between current offerings and employee expectations. This article explores some of the challenges employers are facing and steps to take to plug the wellbeing gap.
The mental health challenge
The pandemic intensified mental health challenges globally and since then, the cost-of-living crisis, poverty, and financial stress are exacerbating these issues.
The Scottish Government estimated that poor mental health and wellbeing costs the Scottish economy £8.8 billion each year and employers an estimated £2 billion .
Mental health issues, particularly anxiety and depression, are now among the leading causes of long-term absences from work. Presenteeism, where employees continue working despite being unwell, is also a significant concern.
Remote working has made it difficult for employees to justify taking a day off, but presenteeism leads to reduced productivity and can further harm an individual's mental health over time.
However, while many employers are prioritising this issue, it’s tricky to solve.
Challenges developing an effective wellbeing strategy
While many employers understand the importance of supporting employee wellbeing, they struggle with how to provide effective support as clearly wellbeing is not ‘a one-size-fits-all solution’.
Wellbeing is complex and personal. It means something different to each individual and in diverse workforces, so determining where to start can be daunting, especially for businesses with limited resources and budgets.
Secondly, employers often struggle to collect and interpret data they have, or simply don’t collect enough data.
Thirdly, the wellbeing marketplace is saturated with hundreds of options, from apps to services and tools. This makes it difficult for employers to cut through the noise and find what solutions are right for their teams. However, businesses can proactively address the wellbeing gap and here are five steps they can take today:
Five steps for closing the wellbeing gap
- Initiate conversations - Regular conversations about wellbeing normalises it and removes any stigma. Progress is being made and many employers are talking about topics such as men’s mental health, menopause, and periods but more could be done.
- Understand your workforce - Use data to get a clearer picture of who your employees are and what challenges they’re facing. It can be as simple as running surveys or forming wellbeing working groups to gather insights from them.
- Review existing benefits and policies regularly - Benchmarking can make it easier to identify areas for improvement. This includes identifying any value-added benefits from insurers such as Virtual GP services, Employee Assistance Programmes (EAPs) that can provide employee support.
- Introduce mental health first aiders - They can support employee wellbeing and help create a workplace culture where people can speak up if they need help. They can direct employees to internal and external mental health support resources they may not be aware about.
- Address the four pillars of wellbeing - Develop a cohesive health and wellbeing strategy that encompasses the four pillars of wellbeing: mental, physical, financial, and social, to create a more supportive and inclusive work environment.
Howden has a dedicated employee benefits team in Scotland and can help employers in Scotland design bespoke health and wellbeing strategies aligned to meet the needs of their individual business, employees, and budget. For more information and to download a copy of the research click here.
i https://www.gov.scot/publications/mental-health-wellbeing-strategy/pages/13/