Research* shows that the majority of employers, 57%, stated that mental health is their greatest concern regarding their employees in light of hybrid working.
Which are you most concerned about for your employees in light of remote and hybrid working?
- Their mental health and wellbeing: 57%
- Their physical health and wellbeing: 49%
- Their financial health and wellbeing: 44%
- Their social wellbeing: 44%
Conducted among companies of all sizes across the UK, the research also reveals that 60% of employers believe the importance of providing support for mental health has increased among their workforce.
David Williams, head of group risk for Towergate Health & Protection says: “Our research shows that the move to hybrid and remote working has had a big impact on the mental health of employees. While the taboo around mental health is dissipating, and the matter is moving up the corporate agenda, there is still more that can be done. Mental health support is vital in today’s working world and employers need to embrace the support available in order to keep their workforce healthy, happy, and productive.”
Mental health issues and illnesses cover a wide spectrum, from low mood and stress to severe depression and debilitating anxiety, reaching crisis point. The underlying causes of poor mental health are equally widespread, including financial pressures, grief, work stress and physical ill-health.
There is a similarly wide array of ways for employers to provide mental health support. There are a multitude of options embedded within health and wellbeing benefits, and many employers may find that they already have support available – so it’s vital that they understand what there is and how best to access it.
Health and wellbeing benefits, such as group income protection insurance and private medical insurance, often encompass a wealth of support for mental health, this may include an employee assistance programme (EAP) or fast-track access to talking therapies or inpatient stays. They can also provide free apps and portals aimed at helping employees to understand and manage their own mental health. Support may also include helping to build resilience aimed at improving general mental health, as well as more specific assistance, such as grief counselling and addiction support.
Mental health awareness courses are a good way to educate the workforce in general and also to help open up communication about mental health. It is also possible to train mental health first-aiders, so that individuals in the workplace are taught to spot the signs and respond to mental health needs, such as signposting to relevant support.
David Williams comments: “Whether provided through existing health and wellbeing support or as a standalone option, mental health support needs to be made easily available to all employees. Good mental health is the crux of all health and wellbeing and the positives to supporting it cannot be understated.”
*Released by Towergate Health & Protection
