The simple answer is absolutely yes — the workplace environment can have a significant impact on employee wellbeing, both positively and negatively. People spend a large portion of their lives at work and so the environment they work in really matters. But what exactly do we mean by “workplace environment,” and how can it affect mental, physical, and emotional health and wellbeing?
In this blog, we explore the key factors that can damage employee wellbeing and outline what employers can do to create healthier, more supportive workplaces.
What Is the Workplace Environment?
The workplace environment isn’t just the physical space, although that’s a large part of it. It also includes company culture, leadership style, job design, workload, social dynamics, and even access to wellbeing support. All these elements shape how people experience their work.
When any of these aspects are toxic, neglectful, or poorly managed, they can become sources of stress, dissatisfaction, and eventually burnout.
Signs the Workplace Is Harming Employee Wellbeing
A harmful workplace environment can manifest itself in various ways. Common signs include:
- High absenteeism or presenteeism
- Increased staff turnover
- Complaints of stress, anxiety, or poor morale
- Low engagement or productivity
- Conflicts among staff and increased grievances and other employee relations issues
These red flags are often signs of deeper issues that need your attention as an employer.
The Legal Context for Employers
Legally, employers have a duty of care to protect the health, safety, and welfare of their employees. This includes both physical and mental wellbeing. Key legislation includes:
- Health and Safety at Work etc. Act 1974 – Employers must ensure a safe working environment.
- Management of Health and Safety at Work Regulations 1999 – Employers must assess and manage risks to health, including stress.
- Equality Act 2010 – Requires reasonable adjustments and prohibits discrimination, including against those with mental health conditions which meet the definition set out in the act of what constitutes a disability.
Failing to manage risks related to workplace stress or bullying, for instance, could lead to legal claims or enforcement action.
The Health and Safety Executive (HSE) provide a range of useful resources on their website to help employers to manage stress at work.
How the Physical Environment Plays a Role
A noisy, cluttered, poorly lit, or unsafe workspace can lead to both poor physical and mental health. Inadequate ventilation, uncomfortable furniture, or a lack of space in which employees can take breaks away from their normal work station can cause fatigue and frustration.
On the flip side, well-designed environments with plenty of natural light, quiet zones, and ergonomic workstations can boost employee focus and morale.
With hybrid and remote working now more common, employers should also consider the environments employees are working in at home. Offering support such as home working risk and display screen equipment assessments, suitable equipment, or flexible hours can make a big difference to employee wellbeing.
Social and Cultural Factors
One of the most overlooked elements of workplace wellbeing is the social climate. Toxic cultures marked by bullying, exclusion, or poor communication can leave employees feeling isolated, anxious, and undervalued and the consequences can be highly damaging.
According to Mind, almost 1 in 3 employees say they don’t feel comfortable talking to their manager about mental health. This lack of psychological safety prevents people from seeking help early, which can escalate problems.
Employers should actively promote an open and inclusive culture where employees feel safe to speak up, ask for help, and are comfortable in being themselves.
Best Practices for Employers
Creating a healthier workplace doesn’t necessarily require big budgets, often it starts with small changes and a willingness to listen to employees and to make things better. Here are some best practices:
- Conduct Wellbeing Assessments
Identify stressors through staff surveys, one-to-ones, or formal assessments. Use tools like the HSE Management Standards to guide this process if needed and then encourage employees to create wellness action plans.
- Train Line Managers
Equip managers with the skills to spot early signs of poor wellbeing and respond appropriately, this might be through training a number of managers to be Mental Health First Aiders. Leadership style can also greatly influence team morale, if the message and behaviours from the top are poor that quickly filters down negatively.
- Encourage Open Communication
Encourage regular check-ins, feedback sessions, and open-door policies. Make mental health and other wellbeing issues normal topics of conversation.
- Promote Work-Life Balance
Review workloads and expectations. Encourage use of annual leave, taking lunch breaks rather than working through them and discourage a long-hours culture in which employees answer calls and emails way beyond their contracted hours.
- Create a Supportive Culture
Offer Employee Assistance Programmes (EAPs), peer support networks, or signposting to relevant professional support services.
- Design a Healthier Workspace
Think beyond aesthetics, how does the space make people feel? Lighting, temperature, acoustics, and layout all affect an employee’s comfort and concentration.
There is no doubt that the workplace environment can impact employee wellbeing. By actively creating a culture of care, inclusion, and support, employers not only meet their legal responsibilities but also create a workplace in which employees are happy and can give their best every day.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog What can employers do to support staff experiencing the menopause?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
