The recent release of the CIPD's Good Work Index 2025 has revealed that a quarter of employees say their work negatively impacts their mental and physical health. They also note the influence of poor relationships with colleagues and line managers on their ability to work and stay productive.
The findings are stark, representing roughly 8.5 million working people in the UK.
The report also states;
"Those whose work affects mental health negatively are more likely to quit, less likely to recommend their employer and have lower job satisfaction."
The findings clearly highlight the strong link between wellbeing and work outcomes.
Considering these findings what can businesses do to enhance employee physical and mental health in the workplace?
#1 Create positive conversations
Building a culture where conversations about mental and physical wellbeing are celebrated will inspire employees to access the wellbeing services available to them without hesitation or shame.
While useful, medical terms create a stigma around a specific issue, often using words such as 'disorder', 'condition' or syndrome in accompaniment. But for those who are experiencing challenging mental or physical health circumstances, these terms can make them feel isolated and defined by the confines of a medical diagnosis.
Rather than focusing on harsh and divisive medical terminology, discussions should be held on the common understanding that everyone, at one point or another in their life, may experience adverse mental and physical health, often exacerbated by circumstances largely out of one's control.
#2 Don’t forget about physical health
Equally, physical health is important for wellbeing, and it's dangerous to assume that an employee won’t experience adverse physical effects related to their job if it isn’t deemed physically demanding.
It is essential workplace ergonomic challenges are efficiently and effectively addressed, which can be achieved with professional third-party occupational health support.
Corporate health assessments can be completed internally or externally with employees in the office, or working remotely, to identify individual work challenges and introduce the most suitable offerings.
Employers should issue and check display screen equipment assessments are completed, and if possible, provide access to face to face and remote physiotherapy services to help both prevent and treat musculoskeletal issues.
Other examples include fitness classes through employee membership programmes, cycle to work schemes, and home office set up budgets.
#3 Train for triggers
Providing managers with training that champions conversations about mental and physical wellbeing can be meaningful and impactful. While it may be difficult to reach out for help, supporting someone's wellbeing can be overwhelming.
Providing physical and mental health first aid training is a meaningful way to give managers and leaders the tools they need to confidently support their colleagues. In turn, those in need of support know that their managers and colleagues are educated and equipped to support them.
#4 Signpost to support
A critical step is to assess what physical and mental health services are available to your employees and review whether there is a shortfall in this area.
Some may find it more difficult to approach certain health challenges with their employer, often due to historic stigma associated with certain issues, making well-rounded support essential.
When it comes to offering support, many businesses provide employee assistance programmes (EAPs), counselling or advice on relevant charities or local community services to help employees take the first steps towards addressing their wellbeing through a scheme provided by their workplace.
Workplace physical health policies are essential, providing employees with information about the physical wellness support available to them. Workplace guidance documents provide practical advice for employees to optimise their office and home office workstations, ensuring they are correctly set up and fully equipped to support their physical health.
#5 Encourage recognition and reward
The CIPD Good Work Index 2025 report highlights that poor relationships with colleagues and line managers are likely to contribute to poor physical and mental health.
A culture of recognition and engagement is a fundamental part of building strong relationships among employees, which are founded on a mutual day-to-day understanding of respect and appreciation for one another.
When employees are appreciated and valued for who they are in the workplace, they are happier and 43 percent more effective at work.
Businesses should build a culture of recognition that prioritises wellbeing by providing manager training that champions recognition as a leadership tool, personalising recognition and wellbeing support and nurturing employee relationships through workplace connectivity, communication and social engagement.
