Building a culture of preventative wellbeing in the workplace

A growing trend of absences is creating a productivity drain that HR leaders and employers can’t afford to overlook.

In many organisations, the signs are hard to ignore. Absence rates are rising, NHS waiting lists are growing longer, and employees are struggling to stay well enough to work. HR teams are seeing the effects first-hand: missed deadlines, increased stress, and a growing number of people quietly burning out.

The data backs this up. In 2023/24, UK employers lost over 33 million working days to work-related ill health and injury. Of those, 16.4 million were due to stress, depression or anxiety, and 7.8 million were linked to musculoskeletal (MSK) disorders (ONS, Health and Care Survey, 2024).

Meanwhile, 7.6 million people were waiting for NHS treatment as of mid-2024, with delays affecting everything from physiotherapy to mental health support.

These pressures are creating a productivity drain that HR leaders can’t afford to overlook. When employees can’t access timely care, conditions worsen, recovery takes longer, and performance suffers. And when people feel unsupported, engagement drops.

A shift towards prevention

More employers are starting to ask: what can we do differently? This is where preventative wellbeing is gaining traction as a practical response. It focuses on identifying and addressing health issues early, before they escalate.

This might mean offering virtual physiotherapy before back pain becomes a long-term absence, or providing mental health check-ins during busy periods. It could be a skin cancer awareness campaign in summer, or a debt and welfare advice workshop ahead of the festive season.

These interventions are grounded in evidence. In 2025, 31% of UK employees said money worries had negatively affected their work. And for every £1 invested in mental health support, employers see an average return of £5 in productivity gains.

Making it part of the culture

Embedding prevention into workplace culture starts with accessibility. Services need to be easy to use, whether through digital services or virtual consultations. When the barriers are low, uptake tends to rise.

Education plays a key role too. Awareness campaigns, especially those aligned with national health days or months, help normalise proactive care and spark conversations.

One example is skin cancer, which is often preventable but frequently overlooked. Seasonal campaigns focused on skin health, including digital screening tools, can increase engagement with dermatology services and encourage employees to take action.

Data helps shape strategy. Where internal health data is available, it can guide targeted interventions. If not, national insights can help. For example, MSK issues are more common in sedentary roles, so offering movement education and easy-to-access support in desk-based teams makes sense.

Leadership also matters. When senior figures take part in screenings or share their own experiences, it sends a message that wellbeing is valued. It helps shift the culture from reactive to proactive.

What it means for leaders

For organisations, the challenge is clear: support employee wellbeing in a way that’s sustainable, measurable and aligned with organisational goals. Preventative approaches offer a way forward. They reduce the risk of long-term absence, help employees stay engaged, and create a more stable and productive workforce.

This need is even more pressing in light of recent cost pressures. In 2025, changes to National Insurance contributions (NICs) have added fresh strain to employer budgets. The rate of employer NICs has risen to 15%, and the threshold for contributions has dropped to £5,000, meaning more roles now attract NIC costs.

For many organisations, this is prompting a rethink of benefit strategies, with a sharper focus on value and impact.

Preventative wellbeing offers a way to support employees without inflating payroll costs. Digital-first tools, early intervention services and targeted campaigns can help reduce absence and maintain productivity, even as financial pressures mount.

This isn’t just about offering benefits but designing a workplace that helps people stay well. When employees feel supported before problems arise, they’re more likely to stay focused, contribute consistently and remain with the organisation longer.

Preventative wellbeing also helps HR leaders demonstrate value. It provides tangible outcomes (fewer sick days, improved morale, better retention) and supports broader goals around inclusion, sustainability and performance. In a time when resources are stretched and expectations are high, it’s a practical way to deliver impact where it matters most.