12.11.2025

How employers can prevent the £85bn workplace sickness crisis

With the UK losing 800,000 workers to ill health since 2019 at an annual cost of £85 billion, the business case for workplace mental health has never been clearer.

While recent comments suggest the solution lies in workers developing more "personal responsibility," mental health experts argue that employers who want to protect their bottom line need to take concrete action to prevent mental health casualties.

Brooks Lape, addiction specialist and founder of Start Your Recovery, outlines the evidence-based workplace interventions that actually keep employees healthy and working:

Create Psychologically Safe Reporting Systems

Employees need to be able to report mental health struggles, workplace bullying, or excessive stress without fear of retaliation. Research shows that workplace health initiatives can reduce sick leave absenteeism by 27%, according to WHO data, because issues get addressed before they become crises rather than being ignored until workers reach breaking point.

Implement Proactive Mental Health Screening

Just as companies conduct safety inspections, regular mental health check-ins with employees can identify problems early. Gallup research demonstrates that organisations prioritising employee wellbeing see a 41% reduction in absenteeism, simple quarterly surveys about stress levels, workload, and mental wellbeing can flag at-risk employees before they reach the point of extended sick leave.

Train Managers In Mental Health Recognition

Most managers miss the early warning signs of employee mental health decline. Training supervisors to recognize symptoms like increased irritability, decreased productivity, or social withdrawal can prevent minor issues from becoming major health crises that result in long-term absence.

Address Workload And Deadline Realities

Contrary to popular belief, consistently impossible deadlines and excessive workloads don't build character, it just makes the inevitable burn out worse in the long run, possibly even creating anxiety disorders from it. Companies need honest audits of whether their expectations are actually achievable without damaging employee health.

Provide Accessible Mental Health Resources

Employee Assistance Programs that nobody uses don't count. Effective workplace mental health support includes easy access to counseling, stress management resources, and clear pathways for employees to get help without bureaucratic barriers. A review of 56 studies found that effective workplace health programs can save 25% on absenteeism costs.

Foster Genuine Work-Life Balance

Policies that respect boundaries, like not expecting responses to emails after hours or providing genuine flexibility for mental health appointments - demonstrate that employee wellbeing is actually valued, not just a corporate buzzword.

Brooks Lape concludes: "Rather than expecting workers to simply endure harmful workplace conditions, smart employers are recognising this £85 billion crisis as a wake-up call to examine their own practices. The companies thriving in today's market are those actively creating psychologically safe environments - implementing regular mental health check-ins, training managers to spot early warning signs, and genuinely prioritising work-life balance over unrealistic productivity demands.

"It’s important to check in with your own business and see if you can create a healthy workplace environment that prevents employees from struggling in the first place. The business case is clear: proactive mental health support isn't an expense, it's a competitive advantage."

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