12 HR & Recruitment


22ND JANUARY 2026 The missing workforce


Rising numbers of workers are off sick because of mental health issues, so companies are rethinking how to support their employees. Words: Elizabeth Bennett


PEOPLE AREN’T GETTING THE SUPPORT THEY NEED/GETTY


Across the workforce, mental health among employees is reaching a crisis point. Recent research from leading UK think-tank IFS found that 13- 15% of the working-age population reported a long-term mental health condition — nearly a 10% increase since the mid-2010s — and sickness absence days per worker are now 37% higher than in 2019. Why? Te economy, the cost-of-living crisis and global political instability


are naturally playing a part in increasing mental health issues. And when it comes to the workplace itself, the fallout of the pandemic can very much still be felt. Remote working has benefited some, but for others, it’s led to social isolation and loneliness. Meanwhile, changes in working


patterns have played a role as well. “Hybrid and remote working can bring benefits, but without clear


boundaries, it can also lead to longer working hours and fewer opportunities to properly switch off, allowing stress to build up over time,” Sarah Taylor, director of corporate proposition at corporate healthcare provider Healix Health, notes. From a wider perspective, people


aren’t getting the support they need. “Within the NHS, mental health still is underfunded in comparison to physical health conditions. Access


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to services is therefore limited and so the UK is trapped in this vicious cycle of more people needing help, but unable to get it due to the saturation of services,” Dr Claire Bullen-Foster, psychologist and CEO of mental health consultancy Eleos Group, explains.


The productivity issue Increased mental health issues among employees causes a whole host of issues for businesses. Rising absenteeism naturally impacts output but the impacts spread further, pushing up staff turnover and increasing recruitment costs as well as causing decline in morale and loss of knowledge. For businesses, tackling this issue means acting early, rather than


“It starts with giving employees fast,


confidential access to professional mental health support and making it genuinely clear how to use it”


waiting until someone reaches a crisis point or needs long-term sick leave.


How can companies better support employees? “It starts with giving employees fast, confidential access to professional mental health support and making it genuinely clear how to use it, rather than expecting people to find their way when they’re already struggling,” Sarah highlights.


Training managers to spot early


warning signs and have appropriate conversations is just as important. “Line managers don’t need to be mental health experts, but they do need the confidence to spot early warning signs, start the right conversations, set wellbeing objectives and know where to direct people for help,” Sarah adds. It’s also essential for businesses to


remember that a generic one-size-fits- all approach doesn’t work for mental health support. “A staff member in their twenties who’s in their first job and living in rented accommodation has completely different needs to someone in their sixties who juggles health challenges alongside the financial pressures of owning their home,” Dr Bullen-Foster points out. Taking the time to understand


the unique pressures faced by staff can lead to more meaningful adjustments and support as opposed to tick-box programmes. Changing ‘always-on’ culture is


also key to ensuring staff are less likely to suffer with mental health in the first place. “Companies can address the pressure to be constantly available and never fully switch off by reducing unnecessary meetings, avoiding back-to-back calls, and recognising that performance naturally fluctuates throughout the day,” Dr Bullen-Foster adds. From a business point of view, this kind of practical, early intervention reduces prolonged absence, limits disruption to teams and supports retention. After all, mental health is a core


component of sustainable business strategy. Moving forward, companies that adapt now will be better placed to retain talent, reduce costs and remain productive.


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