A significant number of UK employers are not providing comprehensive support across the four key pillars of employee wellbeing — mental, physical, financial and social health — according to new research made available to Workplace Wellbeing Professional.
The findings reveal that just over half of employers offer assistance for mental (54%) and social (52%) wellbeing, while less than half support physical (44%) and financial (43%) health. And 9% of employers admit to offering no support in any of these areas, leaving over 3 million UK employees without any wellbeing provisions.
The research, conducted by pollster Opinium for wellbeing solutions firm Towergate Employee Benefits, surveyed 500 HR decision-makers across the UK in January. It shows a pressing need for employers to adopt a more holistic approach to employee wellbeing, say experts, ensuring that support is balanced across all four pillars.
Mental Health Tops Employer Concerns
Employers express the greatest concern for their employees’ mental health, with 51% acknowledging it as a primary issue. Physical health follows closely at 49%, financial wellbeing at 46% and social wellbeing at 33%. Only 10% of employers report having no concerns regarding their workforce’s health and wellbeing.
Experts say that neglecting any one area can adversely affect the others, demonstrating the importance of a comprehensive wellbeing strategy. For instance, financial stress can lead to mental health issues, while poor physical health can impede social interactions, creating a cycle that impacts overall employee wellbeing.
The research indicates a disparity in wellbeing support based on company size. Large corporations with over 250 employees are significantly more likely to provide support across all four pillars compared to small businesses with 20 or fewer employees. For example, 78% of large corporates offer mental health support, whereas only 41% of small businesses do the same.
This gap is concerning, say experts, given that small and medium-sized enterprises (SMEs) make up 99.9% of the UK business population, employing around 16.8 million people. Without adequate wellbeing strategies, SMEs risk falling behind in attracting and retaining talent, as employees increasingly prioritise comprehensive support in their workplace.
Barriers to Implementing Wellbeing Strategies
Several obstacles prevent employers, particularly SMEs, from implementing effective wellbeing strategies. According to the Society of Occupational Medicine, common barriers include lack of capital (52%), insufficient time or resources (49%) and a lack of expertise in selecting appropriate wellbeing measures (49%). Additionally, 31% of SMEs are unsure where to procure high-quality wellbeing support.
Experts suggest that these challenges can be mitigated through targeted solutions. Leveraging government resources and industry partnerships can provide SMEs with access to affordable wellbeing programmes, for instance. And adopting flexible and scalable initiatives allows smaller businesses to tailor support to their specific needs without overextending resources.
“With so much readily available and affordable support for employers to offer across the four pillars of health and wellbeing — physical, mental, financial and social health — it’s hard to understand why so many employers are falling short in making sure their workforce is fully supported,” said Debra Clark, head of wellbeing at Towergate Employee Benefits.
“If employees feel supported, this will benefit the company too, in increased motivation, less absence and higher productivity. So it’s an area that no business, of any size, can afford to ignore.”
Wellbeing Support Initiatives
To address the gaps in wellbeing support, experts recommend the following initiatives:
Mental Health: Implementing Employee Assistance Programmes that offer confidential counselling services and mental health resources.
Physical Health: Providing access to virtual GP services, fitness programmes and health screenings to promote physical wellbeing.
Financial Wellbeing: Offering financial education workshops, debt counselling and salary sacrifice schemes to alleviate financial stress.
Social Wellbeing: Facilitating team-building activities, social events and community engagement opportunities to enhance social connections among employees.