Mental Health & Wellbeing in the Workplace: Strategies for 2026

Research shows that 1 in 3 employees still feel that mental health support at work is inadequate, highlighting a demand for employee mental health support and workplace wellbeing strategies.

With mental health now one of the leading causes of long-term absence in the workplace, employers can no longer rely on minimal or reactive approaches. Organisations must take proactive steps to ensure employees have access to the resources, support, and environments they need to thrive.

In this blog, we explore mental health in the workplace in 2026, and the key strategies employers can implement to build healthier, more productive teams.

Step 1) Develop a Workplace Mental Health and Wellbeing Strategy

A structured workplace wellbeing strategy is essential for supporting employee mental health long term.

According to Mental Health UK’s 2026 Burnout Report (based on a YouGov survey of 2,060 UK adults), 91% of workers report experiencing high levels of stress and burnout, with one in five needing time off work due to poor mental health.

This reinforces the need for preventative employee mental health support at work, rather than reactive interventions.

The key steps to build an effective strategy are to:

Review what’s already in place

Knowing what mental health initiatives are already in place, and what is currently being used internally by employees provides a clear starting point. This will help you identify what strategies are working well and what strategies require improvement.

Ask for employee feedback

Employees should shape the strategy. Understanding their needs ensures your approach to workplace mental health support is relevant and effective.

Ask employees what initiatives or resources they feel would make a positive impact.

Highlight challenges and areas for improvement

Understanding the challenges your employees are facing is crucial in shaping your strategy. Employee feedback helps pinpoint specific issues or grievances, allowing you to set clear goals and objectives for the future.

This process also strengthens trust, as employees will see that you’re committed to addressing their concerns and working together towards positive change.

Set measurable goals and KPIs

It’s important to define measurable goals, like reducing absenteeism or improving employee engagement, and key performance indicators (KPIs) to track the success of your strategy.

Regularly monitoring progress and gathering feedback ensures that your initiatives are on track and allows you to adjust when necessary.

Seek the required support

Creating an effective employee mental health and wellbeing strategy may require external expertise. Whether it’s from a professional provider, charity, or specialist, seeking expert guidance can help ensure your approach is evidence-based and aligned with best practices.

A strong employee mental health and wellbeing strategy should offer immediate support and resources for vulnerable staff. Additionally, it should focus on long-term preventative measures and positive initiatives to ensure a thriving, resilient workforce.

Invest in workplace mental health first-aiders

Research shows Mental Health First Aiders have a positive impact on employee wellbeing, with 92% agreeing they help create healthier, more productive workplaces.

Step 2) Promote Psychological Safety in the Workplace

Psychological safety at work means feeling safe to speak up, share ideas, ask questions, and make mistakes without fear of judgement or punishment.

It is closely linked to employee wellbeing and mental health, as psychologically safe environments reduce anxiety, stress, and disengagement.

To promote and encourage psychological safety, employers should: 

Encourage Experimentation

Create a culture where mistakes are seen as learning opportunities. Removing judgment or punishment helps foster a motivated, inspired, and psychologically safe environment.

Include Your Team in Decision-Making

Involving employees in decisions boosts their sense of ownership and responsibility. This encourages autonomy and strengthens psychological safety, as research links collaborative decision-making with higher employee engagement.

Communicate with Empathy

Empathetic communication helps employees feel understood and valued. It fosters psychological safety by building mutual trust.

In the simplest form, think about your reaction as a manager if your employee told you that they had made a mistake in a client report and the report had already been submitted to the customer.

Would you show feelings of anger and belittle them based on their mistake? Or would you thank them for their honesty and work with them to find a solution to the problem? The answer is likely to depend on how psychologically safe your workplace is.

Key empathetic practices include:

• Active listening: giving full attention and responding appropriately
• Avoiding assumptions: waiting for all information before forming conclusions
• Asking questions: seeking clarification when needed
• Keeping an open mind: considering different perspectives before reacting

Step 3) Improve Workplace Design for Employee Wellbeing

As hybrid working continues, employee expectations around the workplace have shifted significantly. Research shows that flexibility plays a critical role in wellbeing, with around 80% of UK workers reporting that working from home benefits their mental health.

At the same time, hybrid models are proving to be more effective for both employees and employers. Studies show that 75% of employees experience less burnout, 74% report improved productivity and 76% feel more motivated when working in a hybrid way.

This shift makes modern workplace design a key factor in supporting employee wellbeing, engagement, and productivity.

Outdated office environments are no longer fit for purpose. Poor lighting, uncomfortable layouts, and lack of flexibility can negatively impact both employee wellbeing and performance.

According to the CIPD’s 2025 Health and Wellbeing at Work report, only a minority of employees feel their work has a positive impact on their mental health, highlighting the need for better workplace environments.

There are several practical changes that can deliver immediate benefits for employees:

Flexible and collaborative spaces

Employees perform better in environments that support both focused work and collaboration. Creating adaptable spaces encourages teamwork, connection, and a stronger sense of belonging, which are all key drivers of employee engagement.

Lighting and workplace environment

Access to natural light, combined with well-designed artificial lighting, plays a crucial role in reducing fatigue and improving mood. Thoughtful use of colour and environment can further enhance wellbeing and concentration.

Ergonomic furniture and equipment

Providing ergonomic solutions, such as adjustable desks and supportive seating, helps prevent physical strain and supports long-term health. Investing in comfort directly contributes to improved productivity and employee satisfaction.

Ultimately, organisations that prioritise workplace wellbeing are better positioned to attract, retain, and motivate talent. Poor workplace health doesn’t just impact individuals, it also affects business outcomes.

A well-designed office is more than just a place to work, it’s a powerful tool for building a positive culture, supporting mental health, and helping employees thrive.

Step 4) Provide Employee Mental Health Support and Counselling

Access to professional employee mental health support services is essential in modern workplaces and this is where mental health professionals can play an important role.

Being that it’s vital that employees feel mentally supported at work, 2026 sees the continued availability of both in-person and online on-demand counselling sessions.

If your organisation can budget for this, there are three types of workplace counselling available, including:

• In-house employee counselling: companies can either employ a private specialist in-house or bring an external counsellor into the business to support those who wish to use the service.
• Employee assistance programmes (EAPs): a wide range of services available, including counselling, to support employees struggling with financial support, legal advice, stress, and other workplace matters.
• Specialist online solutions: companies like Spill, Maximus and OpenUp, offer tailored mental health programmes for businesses who want to create comprehensive and unique mental health support plans for their employees.

As an employer, it’s vital to take into consideration the requirements of your employees and the service in which they feel would work best for them.

Don’t be afraid to ask for employee input, as well as trialling services – as many times necessary – until you find something that works for the majority.

Step 5) Support Work-Life Balance at Work

A genuine commitment to work-life balance is one of the most effective (and relatively straight forward) ways to improve employee mental health.

Despite many organisations claiming to support balance, employees often still experience long hours, heavy workloads, and unclear boundaries.

A few strategies organisations can focus on to make work-life balance a priority include:

• Mental health days: offer dedicated mental health days in addition to annual leave to give employees time to rest and recharge.
• Flexible working arrangements: introduce flexibility in all forms to better support individual needs.
• Hybrid working flexibility: allow choice and autonomy within hybrid working patterns to improve work-life balance.
• Workload management: regularly review workloads to ensure they are realistic and manageable within working hours.
• Work-life boundaries: encourage employees to switch off outside of work and maintain clear boundaries.
• Breaks and time management: promote regular breaks and effective time management to reduce stress and prevent burnout.

A strong work-life balance reduces stress, improves wellbeing, and increases long-term productivity.

Focusing on Employees, First

Globally, 12 billion working days are lost each year due to mental health issues like anxiety and depression, costing the global economy a staggering one trillion annually.

This is a wake-up call for both employers and employees: we must do better. By putting mental health and wellbeing at the forefront of business priorities, we can create healthier, more productive workplaces now and in the years to come.

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