Does your employer-funded healthcare truly support your workforce’s mental health?

With one in four adults facing mental health challenges each year, the stakes for employers are higher than ever. Poor mental health costs UK businesses a staggering £51 billion annually, with £24 billion attributed to presenteeism alone. As an HR leader, you’re not just managing benefits—you’re shaping the wellbeing, engagement, and productivity of your team.

The case for mental health support in the workplace

Investing in mental health benefits is more than compassionate—it’s a savvy business move.

The benefits:

• Boosted productivity: Employees with access to mental health resources are healthier, take fewer sick days, and perform more effectively.
• Enhanced retention: Comprehensive benefits attract and keep top talent.
• Cost efficiency: Preventative care reduces overall healthcare costs.
• Higher engagement: Employees who feel supported are more motivated, collaborative, innovative, and satisfied.

Here’s the big question: Are your employees getting the mental health care they need and deserve? If you’re uncertain, here are our top recommendations to enhance your healthcare offerings.

1) Breaking the stigma: Equip your team with Mental Health First Aid (MHFA) training

Did you know 73% of employees fear disclosing mental health struggles? MHFA training empowers employees to recognise, understand, and assist colleagues facing mental health challenges. It nurtures a culture where seeking help and open discussions are encouraged.

Why MHFA is crucial:

• Reduces stigma and promotes a supportive workplace environment.
• Fosters open, judgment-free communication.
• Connects employees with the right resources for help.
• Helps managers identify and support struggling team members.

Stigma is one of the biggest barriers to seeking help. Implementing MHFA training can transform your workplace into a safe, inclusive, and supportive space.

2) Empowering employees with EAPs: A practical, confidential resource

Employee Assistance Programmes (EAPs) provide employees with confidential tools and resources to navigate both personal and professional challenges while staying productive.

How EAPs benefit your workforce:

• Access to professional counselling for coping strategies and resilience.
• Therapy to address and reshape negative thought patterns.
• Immediate support during crises through intervention services.
• Resources for stress management and work-life balance.

EAPs also empower managers—33% of whom feel unequipped to address mental health concerns—with the knowledge and tools to better support their teams. By fostering resilience and offering timely assistance, EAPs contribute to a healthier, more engaged workforce.

3) Affordable support: The role of health cash plans

For businesses working within tight budgets, health cash plans offer an affordable way to provide mental health support without the high costs of group health insurance.

Why health cash plans work:

• 24/7 counselling helplines and access to face-to-face therapy.
• Tailored, affordable care that meets employees’ needs.
• Quick to implement and easy to use.

These plans showcase your commitment to employee wellbeing while delivering practical, impactful support.

4) Proactive solutions: Preventative care for long-term wellbeing

Preventative care is the foundation of a sustainable employee wellbeing strategy. Addressing mental health proactively helps tackle issues like stress, anxiety, and loneliness before they escalate.

Key preventative initiatives:

• Resilience workshops and mindfulness programmes.
• Regular health checkups and wellness apps.
• Team fitness challenges and social activities to build connections.

Investing in preventative care reduces absenteeism, boosts morale, and lowers long-term costs.

5) Financial wellbeing: A vital but often overlooked factor

Financial stress is a leading cause of workplace distraction. Employees experiencing financial strain are nearly five times more likely to struggle with focus at work. Employers can play a pivotal role in alleviating financial pressure.

Ways to support financial wellbeing:

• Offer financial literacy programmes to help employees budget and save effectively.
• Provide debt counselling and student loan support.
• Match savings contributions to promote long-term financial security.
• Share tools, workshops, and resources for retirement planning.

By addressing financial stress, you’ll create a more secure, focused, and engaged workforce.

Key questions for HR leaders

As you evaluate your healthcare offerings, consider:

• Does our plan include accessible therapy and counselling services?
• Are we fostering a stigma-free environment for mental health support?
• Do we provide preventative programmes like mindfulness workshops or resilience training?
• Are we addressing employees’ financial wellbeing effectively?

Take action

In today’s competitive talent market, offering meaningful mental health benefits is no longer optional—it’s essential. Prioritising mental health isn’t just about doing what’s right; it’s a strategic move that drives engagement, productivity, and retention.

So, does your healthcare plan truly support your employees’ mental health? If the answer is no, now is the time to rethink and redesign your benefits strategy to deliver the care your workforce deserves and your business demands.

Next steps:

• Find out more about prioritising your employees’ health with our health benefits.
• Book a demo of our leading flexible employee benefits software solution.
• Contact us here or give our team a call on 0800 652 4745.