Why World Mental Health Day should inspire a rethink of employee benefits

Every 10 October, World Mental Health Day reminds us that mental health is not only a personal issue but a business imperative.

For HR professionals charged with building resilient, productive organisations, having the right employee benefits is essential for safeguarding mental wellbeing, reducing costs, and building cultures of trust and performance.

Mental health challenge: why it demands HR’s attention

Recent UK statistics paint a vivid picture of what many HR leaders already perceive:

In 2022/23, an estimated 875,000 workers suffered from work-related stress, depression or anxiety, resulting in 17.1 million working days lost, according to the Mental Health Foundation.
According to MHFA England, 79% of employees are experiencing moderate-to-high stress levels. Among them, younger workers (16-24) and women are disproportionately affected.
Poor mental health is the single largest cause of sickness absence in the UK. Roughly 50% of long-term sick leave is due to stress, depression and anxiety.
Annually, workplace mental illness costs UK employers about £56 billion, driven by absenteeism, presenteeism and staff turnover.

These numbers translate into serious human, social, and financial costs: burnout, disengagement, reputational risk, recruitment and retention challenges, not to mention lost productivity.

Taking action: What HR professionals can do

To make World Mental Health Day more than symbolic, here are steps HR teams can take - leveraging employee benefits as a core component:

Conduct an audit of existing benefits and mental health support: what is offered, what is used, what gaps exist.
Survey employees (anonymously) to understand their unmet wellbeing needs: what support do they want that they aren’t currently getting?
Prioritize roll-out or enhancement of mental health-oriented benefits (EAPs, access to counselling, financial stress support).
Consider adopting or expanding the benefit offering (like BHN Extras) to bring together flexibility, awareness, choice and ease of access.
Train managers/leaders in recognising mental health issues, destigmatizing conversations, and signposting benefit options.
Monitor use, outcomes, and cost impact: measure uptake, employee satisfaction, absence/presenteeism metrics, turnover.

The business case is clear

When HR teams invest in mental wellbeing through benefits, the returns are measurable:

Less absenteeism: fewer days lost to stress, depression, anxiety.
Reduced turnover: better retention when employees feel supported and valued.
Increased engagement and productivity: employees who feel mentally well and supported do better work.
Improved employer brand: becoming an employer of choice, especially for younger workers who increasingly expect comprehensive wellbeing support.

With losses in the UK from poor mental health measured in tens of billions annually, every percentage point of improvement in mental wellness can yield significant gains - both financially and in terms of human wellbeing.

On World Mental Health Day, organisations have an opportunity to not only raise awareness, but to commit to lasting change. The data is compelling: inadequate mental health support hurts people and businesses alike. But the answers are within reach. By deploying well-designed employee benefits, HR professionals can embed mental resilience into organisational DNA.

Let this October 10 be more than a moment - let it be a turning point. Prioritize mental wellbeing through benefits, measure what matters, build cultures of support. Your people, your bottom line, and your reputation will all thank you.