2022 was undoubtedly a difficult year. The outbreak of war in Europe, the rising cost of living and ongoing effects of the pandemic all took a toll on our mental wellbeing.

The 2020s have so far been tumultuous and shone a spotlight on the importance of our mental health, raising a topic that was previously taboo and bringing it to the forefront of discussions in many workplaces. The fact that a new law, requiring businesses to offer mental health first aid training, has been presented to the UK Parliament is testament to how much we have progressed. 

Many of the global headwinds which defined 2022 will continue to be felt throughout 2023. For that reason, we must continue to share best practices, break down stigma, and invest in the solutions that make a tangible difference to those suffering with stress, anxiety and/or depression.

Here are three key trends which I think will define employee mental wellbeing in 2023:

Rising demand for accessible and adjustable mental health solutions
The need for improved mental health resources is well evidenced. In November 2022, it was reported by NHS Digital that there was an increase of more than 16% in the number of people using NHS mental services in England last year. Concerningly, there are already more than 1.8 million people in the UK on mental health waiting lists, highlighting the mounting pressure on services.

Employers have a clear role to play in helping to alleviate the strain. Helping employees deal with common stressors like workloads and personal circumstances is a win-win situation — it not only improves personal wellbeing, but also helps to increase employee satisfaction and performance at work, improving productivity and reducing absenteeism.  

In 2023, more HR leaders will seek out more accessible and adjustable mental health solutions that offer clinically validated digital tools to reduce stress, depression and anxiety, and to promote mental wellbeing. HR leaders must also commit to resolving issues of access across the full continuum of mental health.

By offering these to the entire workforce, HR departments can not only help employees to thrive, but also limit the risk of more vulnerable employees slipping through the cracks. When companies invest in the mental health of their employees, they can expect to see improved employee morale that translates into better retention rates, greater productivity, and lower healthcare costs.  

Employees will not tolerate ‘wellbeing washing’
Over recent years an increasing number of businesses are paying lip service to mental wellbeing without supporting the workforce internally, which has given rise to the term ‘wellbeing washing’.

In fact, a survey recently found that seven in 10 (71%) of workplaces celebrated mental health awareness days, but only a third (36%) of organisations’ mental health support was deemed ‘good’ or ‘outstanding’ by their employees.

Increasingly, mental health concerns are causing many to walk away from their employers, even in the face of recessions. A separate survey found that more than a quarter (28%) of workers surveyed recently cited mental health issues as the biggest reason they left their jobs, with burnout, stress and anxiety driving the exodus.

Raising employee wellbeing will be a difficult task for HR directors. Our own research in late 2022 found that almost six in ten (58%) HR directors do not plan to increase spending, but 75% expect employees’ overall mental health to improve in 2023. This will be a huge challenge. Without investment, to support their employees, companies are likely to lean heavily on the investments already made at the height of the pandemic. This could be by relying on their acquired wellbeing products and services, and/or by upskilling line managers to offer increased support.

In a tight market with limited funds, overcoming barriers to mental health for all may mean re-evaluating existing resources and reallocating budget to tools and platforms designed to support a broader cohort of their employee population.  

Over the coming year it’s going to be more important than ever for employers to not just talk the talk but walk the walk. This will be crucial to attracting and retaining the very best talent, as well as increasing productivity and resilience throughout what’s set to be a difficult year.

Leaders will act with authenticity
2023 may be in its infancy, but mental health has already featured heavily in the headlines.

Firstly, former New Zealand Prime Minister Jacinda Adern announced her resignation from the role, saying that she no longer has ‘enough in the tank’ to lead. While she refrained from using the term ‘burnout’, Jacinda pointed to challenges including the pandemic and its ensuing recession, the Christchurch Mosque shootings, and the White Island volcanic eruption being ‘taxing’ and having a ‘sheer [emotional] weight’.

This was followed a few days later by Great Britain gymnast Ellie Downie retiring from the sport at the age of 23 for the sake of her ‘mental health and happiness’.

Both resignations contribute to a growing number of high-profile figures – including Arianna Huffington and Naomi Osaka – being unafraid to discuss burnout on the world’s biggest stages. 

These acknowledgements of burnout continue to highlight that the conversation has shifted, and that all leaders – political, business or otherwise – are recognising their employees’ mental health as a strategic priority. For years, burnout has mainly been discussed abstractly, as a mixture of signs and symptoms. Now, these frank admissions of personal experiences are reshaping norms and changing what it means to be vulnerable. 

Normalising mental health in the workplace or elsewhere requires leaders to demonstrate both empathy and vulnerability, sharing their own experiences where possible. It’s crucial that in 2023, when employees elect to speak up, they are not simply signposted to support and then left to resolve any problems independently. Instead, leaders must follow the approach of Adern and others, approaching conversations about mental health with compassion and empathy.

Through hard work and commitment, HR departments have made huge strides in improving workplace wellbeing over recent years. In turn, a wider range of difficulties and illnesses can be detected earlier, with early intervention preventing aggravation, or even worst-case scenarios. But, whether through stigma, discrimination or lack of awareness, many people slip through the net and miss out on access to vital support. In 2023 we must continue to strive to deliver access to comprehensive mental healthcare for all.