Mental health in crisis: Why your workforce needs better support

The UK’s mental health crisis has reached alarming levels, affecting millions of people annually. Withalmost 1 in 10 adults reporting feeling lonely “always” or “often” in 2024, the impact of mental health challenges is both heartbreaking and undeniable.

Mental health isn’t just a personal concern – employee wellbeing influences many aspects of an organisation’s health, including absenteeism, retention, engagement, and performance.

This article explores the scale of the crisis in more detail and how organisations can provide the proactive support employees need to thrive in their personal and professional lives.

In the UK, 1 in 4 people experience a mental health problem each year, according to data from MIND, the mental health charity. The repercussions extend beyond individual struggles, with the cost of poor mental health reaching £300 billion annually in England alone.

But it’s not just about economics — it’s about lives. In 2023, 6,069 suicides were registered in the UK, 75% of which were men. Additionally, people with severe mental illness, including conditions like bipolar disorder, face a life expectancy 15-20 years shorter than the general population. These statistics paint a sobering picture of the need for timely and effective interventions.

Despite the urgency, the support systems in place often fail those in need. Over2 million people (1.5 million adults and half a million children) are on NHS mental health waiting lists, and a staggering 6.4 million referrals were made in England to NHS Talking Therapies and other services. Emergency helplines fare no better, with some callers experiencinghour-long waits or unhelpful responses like “think happy thoughts.”

Mental health challenges don’t exist in a vacuum. Personal and professional lives are deeply intertwined, making workplace support vital. Some of the key challenges for employees include:

• Stress: Prolonged exposure to stressors like excessive workload, long hours, and lack of support can result in physical and emotional burnout.
• Anxiety and depression: These mental health conditions affect people in different ways, from feeling overwhelmed and unable to cope with daily tasks (anxiety) to experiencing ongoing feelings of sadness or hopelessness (depression).
• Relationship and family issues: Personal relationships are directly linked to mental health. Difficulties at home can impact an employee’s mood, motivation, and productivity.
• Loneliness: Employees may feel isolated or disconnected from others. This is particularly problematic for employees who work remotely or have limited social interactions in their workplace.
• Substance abuse: Employees struggling with mental health challenges may turn to alcohol or recreational drugs as a coping mechanism, leading to further issues like addiction and poor performance at work.

The impact is undeniable. 1 in 5 UK employees takes time off work due to stress each year, while 35% feel uncomfortable discussing their stress levels with their manager. This stigma prevents employees from seeking help and perpetuates a culture where mental health remains unaddressed.

So, how can employers get involved and provide effective, timely support to their workers? Amy Rixon, Chief People Officer at HUB24, weighs in on the growing importance of mental health and wellbeing.

“The way in which we talk about and address wellbeing now as an HR professional is quite different to how it was in the past. Where it was maybe a bit more fun – smoothies and yoga – it’s a lot more holistic and preventative now. We’ve seen some positive shifts and challenges around legislative changes, more discussion about psychosocial hazards, and being more aware of the impact of workplace stressors, workload pressure, all those sorts of things. At the end of the day, we just need to actually be a bit more human, a bit more aware. We can’t presume what’s going on in people’s lives. How are we more inclusive? How are we providing that environment, so that people can talk about what’s going on for them?”

Employee assistance programmes (EAPs) have been the go-to solution for many organisations, offering services like counselling, therapy, and addiction support for employees. But their limitations often leave workers underserved. Restricted service hours, long wait times, and narrow scopes of care make them an imperfect solution for employees. So, it’s no surprise that traditional EAPS suffer from participation rates as low as 3 to 5%.

Organisations like Sonder redefine what mental health support should look like in the workplace. By offering a proactive and comprehensive approach, Sonder addresses the full spectrum of employee wellbeing. Here’s how:

• 24/7 mental health assistance: Employees can access support anytime, whether they’re dealing with a late-night crisis or seeking guidance during work hours.
• Proactive check-ins: Push notifications and regular updates help employees stay on top of their mental health and form healthy habits.
• Instant chat responses: Employees receive support within 10 seconds, reducing the stress of waiting for help.
• Comprehensive wellbeing resources: From meditations to articles, employees have access to tools that empower them to manage their own mental health.
• Medical and safety support: Sonder offers a broader range of services than traditional EAPs, covering support for personal safety and physical health, too.

Ready to offer a 360-degree approach to employee mental wellness? Check out our Insider’s Guide to Employee Assistance Programs, then book a free demo of Sonder today.