As World Wellbeing Week (24–30 June) puts workplace mental health back in the spotlight, it's clear that tick-box initiatives are no longer enough.
In fact, in 2023/24, there were 776,000 cases of work-related stress, depression, or anxiety reported in the UK — accounting for nearly half of all work-related ill health and a staggering 55% of all lost working days.
Yet despite this, many organisations still treat wellbeing as a "nice to have" — offering yoga sessions, free fruit, or an occasional wellness webinar without addressing the root causes of poor mental health at work.
So, what does good workplace wellbeing look like in 2025? And how can employers move beyond surface-level perks to create cultures where people thrive?
In this blog, we break down the real business case for investing in wellbeing, how to tell if your current approach is working, and what steps forward-thinking organisations are taking to support their teams.
1. Workplace Wellbeing: The Real Business Impact
Employee wellbeing isn't just a moral responsibility—it's a business-critical issue. Poor mental health can directly affect productivity, engagement, absenteeism, and even turnover.
According to the Health and Safety Executive, stress, depression, or anxiety now make up 46% of all work-related ill-health cases. The top contributing factors? High demands, lack of control, poor support, unclear roles, and strained relationships.
These aren't individual failings—they're structural issues. And they demand a structural response.
2. Performative vs. Genuine Wellbeing Initiatives
When wellbeing becomes a checkbox, it loses credibility—and employees can tell the difference.
3. What 'Good' Workplace Wellbeing Actually Looks Like
A genuinely supportive culture is built from the ground up. Here are some key components:
- Psychological safety: Employees feel comfortable speaking up without fear of punishment.
- Autonomy and flexibility: People are trusted to manage their time and output.
- Clear communication: Roles, expectations, and responsibilities are well defined.
- Supportive leadership: Managers are trained to recognise and respond to mental health issues.
- Access to support: EAPs, peer networks, and open-door policies are visible and used.
According to the CIPD's 2023 report, organisations that invest in wellbeing see real benefits: 35% reported better morale and engagement, while 31% cited a healthier and more inclusive culture.
4. Why Prioritising Wellbeing Attracts (and Keeps) Top Talent
Candidates are more wellbeing-savvy than ever. They're asking: "Does this organisation actually care about its people?" And in a competitive talent market, the answer to that question can be a dealbreaker.
Employers who take a proactive, transparent, and sustained approach to wellbeing don't just attract more candidates—they retain them, too. Because when people feel safe, valued, and supported, they stay.
5. How to Audit Your Current Approach
Want to know if your wellbeing strategy is working? Start by asking:
- Do employees feel safe to raise concerns or ask for help?
- Are managers trained to support mental health and spot red flags?
- Is flexibility offered fairly and consistently?
- Are wellbeing initiatives being used, or just advertised?
- Are workloads regularly reviewed to prevent burnout?
If you're unsure about any of the above, it's time to revisit the strategy.
Final Thought: People First Isn’t Just a Motto
Workplace wellbeing is not a one-off campaign—it's an ongoing commitment. And during World Wellbeing Week, there’s never been a better time to start.
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Mates in Mind works with organisations to improve the mental health of their workforce by providing the skills, clarity, and confidence to employers on how to raise awareness, implement effective interventions, improve understanding and address the stigma that surrounds mental health. Find out more here.