By Alison Bromley Head of Partnerships at Onebright
In 2025, many businesses have come a long way in their acceptance and understanding of the importance of supporting mental health in the workplace. Reports show, of the UKs top companies, around 96% now offer some type of mental health support to their employees.
Statistics indicate that around 15% of working adults are living with a mental health condition, with anxiety, depression, and stress being the most common. This is not, however, reflected in the uptake of services. There are a few reasons why that is the case.
The challenge is that companies often hold the belief that with an Employee Assistance Programme (EAP) and in some cases, private health insurance, and some wellbeing apps, that they have mental health support covered. These are very important services, but the reality is they don’t support everyone or provide the insights that help organisations progress and develop personalised care of their diverse employee populations. When people are unwell – making a call to an EAP or a private insurer can be a difficult step and challenging to navigate a pathway to support.
The UK’s annual £51 billion costs associated with mental health, of which approximately £24 billion is attributed to presenteeism, is the macro picture of all of the pain points that every organisation experiences and HR teams worry about for the cases that can’t access support that is needed.
We know from our data, and that of trusted institutions, that each day an employee is not in work in excess of normal levels of sickness, or they are ‘in work’ but not able to deliver, that £200-£350 is lost in value and productivity. That’s a very conservative data point working on average gross salaries plus the cost to employers. Across larger organisations that really starts to add up.
We know that in some cases employees may present to HR with workplace grievances that can add complexity. It is important to implement a caring and confidential, proactive service that reaches out to people to get them an appointment to access an expert assessment. This is the first step in getting an employee the right help.
Return on investment
Investing in mental health initiatives yields measurable returns for organisations. Recent meta-analysis (Deloitte) indicates that for every £1 invested in workplace mental health support, companies see an average return of £4.70 through increased productivity and reduced absenteeism. This makes sense considering the costs of having an absentee or struggling presentee employee.
A mentally healthy workplace also enhances employee morale, reduces turnover, and strengthens the organisation’s reputation as an employer of choice.
It’s likely that your company has strategies and policies in place, but how impactful are they, and how can you improve them this year ensuring you address gaps and take an honest review of the costs of workplace absence?
The 4 steps to assessing and implementing mental health strategies
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Mental health audits
Tailored mental health audits are an effective way to firstly identify the specific needs of your workforce. Audits assess the current state of mental health support within the organisation, highlighting areas for improvement, such as gaps in resources or prevalent stressors.
They provide actionable insights that can guide the development of policies and programmes. Partnering with experts to conduct these evaluations ensures an objective and comprehensive understanding of the organisation’s mental health landscape to understand what your workforce needs and if it’s working.
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Mental health training
Mental health training is a straightforward and impactful way to support employees and create a foundation of support for employees. Effective mental health training can take several forms:
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Top-down approach: Equipping senior leaders and managers with the skills to identify mental health challenges, model positive behaviours, and create an open dialogue around mental wellbeing. This approach ensures that mental health is prioritised at every level of the organisation.
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Mental health champions: Training employees as peer supporters to provide a trusted point of contact for colleagues. These champions encourage open conversations, organise regular check-ins, and act as a bridge between staff and management, which can promote early intervention and help to form a culture of care.
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Organisation-wide training: Delivering consistent, comprehensive training across all levels of an organisation can build shared understanding and responsibility for mental health. This could include practical workshops, webinars, and interactive modules to teach stress management, resilience, and effective communication skills.
These initiatives not only empower employees but also contribute to a more engaged and resilient workforce.
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Therapy services
Offering access to professional clinical services is a critical step in providing comprehensive mental health support. These services can include talking therapies, such as Cognitive Behavioural Therapy (CBT), access to licensed counsellors and psychologists, and support for specialised conditions such as trauma recovery or addiction management.
Organisations can provide these services through insurance plans, Employee Assistance Programmes (EAPs), or partnerships with external providers. EAPs provide confidential, 24/7 access to trained professionals to help employees manage mental health challenges such as stress, anxiety, and depression. These programmes create a safe and discreet space for individuals to seek support without fear of judgement, addressing specific mental health needs. By investing in the provision of therapy services, you can reduce absenteeism and improve productivity, making them a vital tool for a resilient and engaged workforce.
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Data and analytics
Regularly tracking and analysing data on the effectiveness of mental health strategies and policies is essential for driving business growth and employee wellbeing. Metrics such as productivity levels, absenteeism rates, and reasons for sickness absence provide valuable insights into organisational health.
In 2023, it was estimated that 17.1 million working days were lost due to work-related mental health issues from 875,000 workers. Understanding these patterns allows organisations to implement targeted interventions to reduce absenteeism and support their workforce more effectively. Data from mental health audits can also help businesses to set targets and measure their return on investment.
In 2025, the importance of prioritising mental health in the workplace has never been clearer. Organisations that embrace strategies such as mental health champions, audits, training, and clinical services can create an environment where employees feel supported and valued. These efforts benefit not only employees but also drive organisational success. This year, think about the ways that you can assess and refresh your mental health strategies.