Recent research highlights a significant trend in workplace support needs, with mental health emerging as a crucial focus for employees and employers.
- A study by Towergate Health & Protection reveals that 41% of employers predict an increased demand for mental health support in 2024.
- The research surveyed 500 HR professionals to identify key areas where employees will seek more assistance.
- In response, over half of the employers plan to enhance mental health support offerings in the coming year.
- Despite these plans, a significant portion of employers remain focused on other business priorities, potentially neglecting employee well-being.
A pivotal shift is occurring in the workplace concerning support for mental health, as highlighted by recent research conducted by Towergate Health & Protection. The investigation, which solicited insights from 500 HR professionals, reveals that a substantial 41% of employers expect a heightened demand for mental health support within the next year. This trend signifies a growing recognition of mental health as a primary area of concern among employees, surpassing even financial health, which stands second with 34% of employers expecting increased support needs.
In line with this anticipated demand, a notable 52% of employers express intentions to bolster their mental health support initiatives. This commitment often translates into practical measures, such as arranging access to counseling services, thereby prioritizing mental health above other areas. Following closely are initiatives aimed at enhancing financial health support, deemed a priority by 48% of employers, along with social health at 45%, and physical health at 42%.
According to Debra Clark, head of wellbeing at Towergate Health & Protection, the increased focus on mental health support, while concerning, is a positive step forward as businesses recognize the importance of comprehensive employee support. She emphasizes the need for balanced attention across the four pillars of health: mental, physical, social, and financial. A deficiency in any of these areas can destabilize the overall structure, impacting employee health and, consequently, productivity and well-being.
Despite these positive strides, there remains notable room for improvement. Over a third of employers appear to divert their focus towards other business operations, somewhat sidelining the health and well-being of their staff. Debra Clark points out the shortsightedness of this approach, as robust employee well-being is intrinsically linked to business success, influencing factors such as productivity, loyalty, and absenteeism.
Employers are urged to not only provide all-around support for the fundamental health pillars but also to actively promote and monitor the utilization of these services. Implementing digital platforms could offer an overview and analysis of the support provided, ensuring that it is both effective and valued. The adaptability of health and well-being support structures is crucial, given the ever-evolving needs of employees.
Providing balanced well-being support is vital for fostering healthy, productive work environments.
