According to CIPD’s Good Job Index 2025, one in four employees believe their work has a negative impact on their physical and mental health. This represents about 8.5 million workers in the UK.
The same report also noted that poor workplace relationships can harm productivity, particularly indicating the impact of poor relationships with colleagues and line managers.
Furthermore, “those who have a negative impact on mental health are more likely to quit, are less likely to recommend their employer, and have less job satisfaction.”
Through a clear link between well-being and business outcomes, businesses need to take action for the longevity of the organization and its people.
However, how can enterprises cultivate the physical and mental health of their employees?
#1 Inspiring and meaningful conversations
When it comes to challenges that affect jobs and productivity, it can be overwhelming for many, especially those who have the potential implications of what this might have for them. A workplace that supports conversations about physical and mental health gives employees the courage to seek the support they need.
Language is important. Medical terms such as “disease,” “sickness,” or “syndrome” have a way of stigmatizing problems, isolating those marked and defined by such terms. The priority is to replace harsh and divided medical language with open and honest dialogue based on a common foundation. Everyone may suffer some form of psychological or physical stress from uncontrollable situations at some point in their life.
#2 Remember to be healthy
The overall approach to well-being can build a dedicated and happy workforce. By focusing on mental health dialogue, it is easy to leave physical health on the roadside, especially if the business is considered unfavorable physical impact only relates to physical harsh work.
Ergonomic issues related to sedentary work have a profound impact on the well-being of employees and should be effectively corrected. Third-party occupational health support is an excellent avenue to provide expert support to all employees.
To keep the business informed of the full situation, a company health assessment (internal or external to the office staff or remote work) helps identify individual job challenges and introduce appropriate products based on the findings.
For example, the steps toward change are as simple as evaluating and adjusting a display screen device. This is effective and useful for all employees regardless of the size or budget of the business. Where needed, the opportunity to obtain in-person or online physical therapy will prevent and remedy musculoskeletal problems caused by sedentary work.
Through the employee membership program, the work plan cycle and the Ministry of Home Affairs set up a budget, further including fitness classes, will enhance overall physical health.
#3 Mobilize leaders and managers
Provides training for managers to make conversations about mental and physical well-being meaningful and influential. While it may be difficult to seek help, supporting someone’s well-being can put a heavy burden on those who are able to manage under-management.
Physical and mental first aid training provides managers and leaders with the skills they need to confidently support their colleagues. In turn, those who need support know that their managers and colleagues are educated and capable to support them.
#4 Audit available support
To meet the full support of the staff, first review the physical and mental health support currently available and promise to fill any shortages. Part of this involves ensuring that support is all-inclusive, which caters to those who may be more difficult to get available support.
A popular program offered by UK businesses is the Employee Assistance Program (EAP), and others may provide advice or advice through charity or local community services. All of these support programs enable employees to address their own well-being through services provided in the workplace.
When it comes to physical health, policy is the most practical way to spread information and educate employees on how to enhance their physical health at work and what support they can provide. These policies can provide employees with advice and guidance on how to set up a workspace in the office or at home.
#5 Build meaningful workplace relationships
Businesses who are committed to fostering a culture of recognition and engagement know that this plays a fundamental role in ensuring strong relationships between employees.
As CIPD emphasizes, workplace relationships help support physical and mental health.
As a by-product, building on a workplace with mutual respect and strong relationships cultivates a culture of awareness and engagement. Employees who are appreciated and valued are not only happier at work, but are also 43% effective.
All managers should be trained and aligned to support recognition as a leadership tool, personalized recognition and wellbeing support, and provide space for authentic connections. Communication and social engagement will thrive as employees serve as colleagues and friends.
#6 Recruiting Health
Overall health begins with recruitment, and candidates are increasingly judged by employers based on their methods. Businesses must remain competitive to attract demand from increasingly stressed populations.
Recent research shows that every five British people feel stressed every day. Stress can affect mental and physical health in many ways, and more and more people want to prioritize a healthy work-life balance.
Talents who enjoy will prioritize organizations that offer health plans, access to health services, fitness packages and mental health support. Word of mouth and reputation will organically attract potential employees before and during the recruitment program.
Chris Britton, People Experience Director of the Reward Portal | Eden.
