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Mental health support is now a consistent and material part of employer-funded healthcare use, and that has important implications for reward, benefits and HR strategy.

On paper, many organisations can appear stable. Headcount is holding, turnover respectable and retention figures suggesting a steady and engaged workforce. A more complex reality, however, may be hiding under the surface.

Across workplaces, there is growing recognition of neurodiversity, including ADHD.

The Employment Rights Act (ERA) 2025 has moved menopause from a wellbeing conversation to a compliance requirement.

The value that employees place on support at a time of intense vulnerability is exceptionally high and one that employers may be overlooking.

Organisations that benefit most from recognition are usually those where people experience appreciation in a way that makes them want to offer it themselves.

By the time an employer realises an employee has been quiet cracking, often it’s too late.

Britain faces a quiet but urgent crisis with over 1 in 5 working-age adults absent from the workforce due to health problems and a rising mental ill-health trend among young people.

Research by Zurich shows that the biggest costs of mental ill-health are not captured in health budgets. They show up earlier – in lost healthy life, families absorbing care, and workplaces managing disruption. 

Employers are beginning to recognise the importance to mental wellbeing that owning a pet has.

As expectations on employers continue to rise, workforce wellbeing needs to be treated as a governed business priority.

Mental Health Awareness Week is an opportunity to focus on what helps people feel supported in practical terms.

Decade-high sick leave levels in the UK are challenging organisations to review and update their employee health strategies and consider what can make a real difference to workforce absence.

Loneliness can affect anyone, and people in the workforce are no exception.

When it comes to addressing financial stress, support needs to be relevant and personal otherwise the risk is that engagement and, ultimately, performance suffer.