Employee wellbeing is a subject that employers are expected to take seriously for a variety of reasons. From legal responsibilities to everyday workplace practices, there’s growing awareness that supporting staff wellbeing isn’t just good for morale and productivity, but a core part of an employer’s duty of care.
But how far does this duty go? And when should employers look beyond their own resources and bring in professional help?
This blog will guide employers so that they can provide the best support to their employees.
What Does “Wellbeing” Actually Mean in the Workplace?
Wellbeing isn’t limited to just physical health or preventing injuries, although that’s a big part of it. The term also covers mental health, emotional resilience, stress levels, work-life balance, social connection, and even financial security. Essentially, anything that impacts how someone feels and functions at work could fall under the wellbeing umbrella.
As a result, supporting employee wellbeing can include everything from:
- Providing clear communication and manageable workloads
- Offering flexible working arrangements
- Encouraging breaks and time off
- Promoting mental health awareness
- Creating a positive and inclusive culture
The challenge for many employers is knowing where their responsibilities start, and where they end.
What Are Your Legal Responsibilities as an Employer?
UK law doesn’t set out a single piece of legislation that covers all aspects of employee wellbeing, however employers do have to meet several key obligations.
- Health and Safety at Work etc. Act 1974
This places a general duty on all employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of their employees. That includes physical and mental health.
- The Management of Health and Safety at Work Regulations 1999
These regulations require employers to assess workplace risks, including stress, and take steps to prevent or reduce them.
- Equality Act 2010
If an employee is struggling with a mental or physical health condition that qualifies as a disability, you’re legally required to make reasonable adjustments. Failing to do so could amount to discrimination.
- Common law duty of care
Even outside specific legislation, employers are expected to take reasonable steps to avoid foreseeable harm to their staff. That includes emotional or psychological harm caused by excessive workloads or toxic cultures.
Put simply, while there’s no law that says, “you must offer an employee assistance programme and have colleagues who are trained mental health first aiders”, you are expected to create a safe and healthy environment and to act when problems arise.
So… How Far Is “Far Enough”?
This is where things can get tricky. Employers aren’t expected to act as therapists or diagnose health conditions, but are expected to:
- Be alert to warning signs that an employee is struggling, for example if someone displays unexplained changes in behaviour
- Listen and respond appropriately when concerns are raised, for example if an employee tells you that they are being bullied then an appropriate investigation should be carried out
- Take proactive steps to reduce stress or risks, for example carry out display screen equipment assessments to make sure that employees adopt an appropriate posture at their work station and have all the equipment they need to work comfortably
- Refer or signpost employees to appropriate support where needed, for example if an employee discloses that they have debt issues then signpost them to a charity such as Step Change
The phrase, “reasonably practicable”, is key here. If there’s a known risk to wellbeing, and the steps to reduce it are proportionate and affordable, employers are expected to act. You’re not expected to fix everything, but ignoring wellbeing risks or brushing them off as, “not your problem”, won’t stand up if legal action is taken against you.
When Should You Bring in Professional Support?
There’s a limit to what managers and HR teams can handle internally, especially when it comes to complex mental health issues, trauma, or ongoing stress-related illness.
Here are some clear signs it’s time to bring in outside help:
- An employee is showing signs of burnout, anxiety, or depression beyond what your internal support can address.
- A team is experiencing repeated conflicts, bullying, or breakdowns in communication.
- A staff member has disclosed a diagnosed mental health condition and needs workplace adjustments.
- Your efforts to improve wellbeing haven’t had the desired impact, or you’re unsure what to do next.
In these cases, signposting staff to professional services can make a real difference and help you meet your responsibilities without overstepping your role. There are numerous services that you can signpost to and Hub Of Hope is an excellent directory where employees can find relevant local support. Other external resources include the NHS, Mind, ACAS and the Samaritans. Letting employees know that professional support is available and that they’re not expected to cope alone is a simple but powerful step.
Balancing Support With Boundaries
While you’re responsible for creating the right conditions for staff to thrive, it’s also important to set healthy boundaries and clear expectations.
You can:
- Check in regularly and show empathy
- Create a safe workplace
- Encourage a culture of openness
But you can’t:
- Force someone to open up
- Diagnose health problems
- Replace professional care
It’s about knowing your role and working in partnership with others to provide support.
Looking after employee wellbeing isn’t about going above and beyond, it’s about meeting your legal and moral responsibilities as an employer. By creating a supportive environment, being alert to signs of struggle, and signposting to professional help when needed, you’re not only protecting your staff, you’re protecting your business too.
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 Are Employee Wellbeing Initiatives Just a Passing Fad?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
