The Growing Importance of Health and Wellbeing in the Workplace

In 2025, the conversation around workplace wellbeing is not just about perks or policies. It is about culture, leadership, and the recognition that supporting people is essential for performance. With rising stress, continued economic uncertainty, and shifting expectations from employees, a proactive approach to wellbeing is now a strategic necessity for every organisation.

Why wellbeing is a business priority

Workplace health and wellbeing is no longer just a nice-to-have. Evidence shows it delivers measurable benefits to organisations:

• Deloitte reports that for every £1 invested in mental health support, employers see an average return of £4.70
• Organisations with high levels of employee engagement are 21 percent more profitable
• Companies that focus on wellbeing have lower absence rates, higher retention, and increased productivity

When wellbeing is taken seriously, people show up better – and so do business outcomes.

The reality of mental health at work

Mental health remains a major challenge. According to recent research:

• One in 6.8 employees experiences mental health difficulties at work
• 76 percent of organisations report stress-related absence, often driven by excessive workloads
• Nearly half of all employees say work stress is the main cause of declining mental health – even more so than the rising cost of living

This is not a niche issue. It affects all industries, all job levels, and all age groups.

Generational expectations are changing

Different generations have different attitudes to wellbeing. Younger employees are leading the shift:

• Around 42 percent of Gen Z have already worked with a therapist, with many also using digital tools and wellbeing apps
• A 2024 survey showed that over half of Gen Z and Millennials have either gone to therapy or are currently in therapy
• In contrast, fewer than one in four Baby Boomers have done the same, and many still report stigma or lack of interest as a barrier

This generational shift means future talent will expect wellbeing to be embedded into everyday working life – not just offered as an optional extra.

Managers are the missing link

Managers have a crucial role in creating a healthy culture, yet they are often underprepared. Research shows:

• Only 24 percent of managers have received training in how to support mental health
• While 60 percent of employees expect leadership support, most say it comes from their peers or immediate team

Training managers and leaders to have confident, compassionate conversations is a simple step that makes a huge difference.

Financial stress is part of the wellbeing picture

We often separate financial wellbeing from mental health – but they are deeply connected. Today:

• 60 percent of full-time workers say financial worries affect their mental health, sleep, and relationships
• Over half of UK employers have introduced financial wellbeing support as part of their wider approach

Providing access to financial coaches, budgeting tools, and expert advice is no longer a luxury. It is a critical part of employee support.

What employers should do next

Organisations that want to create a healthy, high-performing culture need to move beyond tick-box solutions. The most effective approaches are:

1. Holistic – support should include mental, physical, financial, and emotional health
2. Personalised – different people need different things, depending on their background, role, and life stage
3. Proactive – waiting until someone is struggling is too late
4. Supported by leadership – wellbeing must be championed from the top and woven into day-to-day management

A strong wellbeing strategy is not just about reducing risk – it is about creating the conditions for people to thrive.

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At ReechUs, we help organisations move beyond traditional wellbeing initiatives to build a truly human, inclusive, and proactive support system. Our flexible programme connects your people to real experts, from therapists and nutritionists to financial coaches and personal trainers, while giving managers the tools they need to respond with confidence. If you're ready to improve retention, reduce absence, and create a culture where people feel supported and able to thrive, we’d love to chat.

Sources: Deloitte UK, CIPD, Myanova, Wellhub, Mental Health Foundation UK, and ONS

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