Facing excessive workloads in stressful environments, employees in the UK are struggling with burnout and higher rates of sick leave.
According to Mental Health UK’s 2026 Burnout Report, one in five workers took time off sick due to poor mental health caused by stress.
That equates to a significant 20 per cent of the workforce.
The report’s findings added burnout risk remains incredibly high, with 91 per cent of adults experiencing “high or extreme levels of pressure and stress” in the past year – the same proportion as the previous two.
From the costs of long-term sickness, reduced productivity, and lower-quality work to higher turnover rates and the negative consequences for company culture, the impact of poor employee mental health is tangible and can’t be ignored.
Building employee wellbeing and engagement starts in the workplace
Shifting the narrative from stressed-out staff to engaged, healthier, and happier employees doesn’t need a big budget.
Instead, most often small changes can have the biggest impact – helping you to avoid HR-related problems further down the line.
These could include:
Schedule regular check-ins
This might seem obvious, but you’d be surprised just how many businesses overlook regular check-ins with their employees.
These talks may not seem like business-critical activities, but giving staff a dedicated meeting to discuss any issues or concerns can prevent the mental load from building up and manifesting into prolonged stress, anxiety, or burnout.
Introducing these small, but consistent, touchpoints with workers also contributes to greater professional trust, engagement, and open communication – which all has a positive impact on a company’s culture and workplace productivity.
Encourage employee rest
There’s nothing wrong with encouraging a strong work ethic in your business. After all, it can boost productivity, deliver higher-quality work, and foster stronger professional relationships.
However, if this approach isn’t appropriately balanced by sufficient rest, the likelihood of staff dissatisfaction and burnout starts to increase.
This view is supported by an Employee Wellness Report carried out by Jukebox Marketing which found that 53 per cent of Brits feel overworked in their job.
Simply keeping an eye on whether employees make use of their annual leave and take regular breaks can be an easy way to reduce feelings of burnout and contribute to a healthier and more sustainable work-life balance.
Follow up sick leave and wellbeing days
Whether an employee has taken sick leave for a physical health issue, or a wellbeing day to help protect their mental health, following up with a dedicated check-in can help them to feel supported and psychologically safe.
Adopting an empathetic approach to these check-ins can also play an important role in tackling feelings of isolation and neglect, reducing stigma, encouraging open communication, and ensuring any reasonable adjustments can be identified and then implemented.
As employment law continues to evolve, these check-ins are likely to become even more vital following the proposed April 2026 changes to the Employment Rights Bill – when both the lower earnings limit and waiting period for SSP (Statutory Sick Pay) will be removed.
In short, this means workers will be entitled to receive SSP from the first day of illness (not the fourth as it currently stands), while individuals who previously didn’t earn enough to qualify for SSP will now be eligible.
Introduce supportive policies
Looking after your employees should be an everyday culture, not a one-off annual event. And one way to show you’re serious about staff wellbeing is to introduce more supportive policies.
While core actions like conducting mental health risk assessments, making reasonable adjustments for disabilities, and ensuring a safe working environment are obligatory in the UK, implementing additional policies can create a more supportive environment.
Other wellbeing policies can offer wider support to groups that may often feel overlooked or neglected in the workplace. For example, individuals going through menopause – a biological event that is known to “intensify or worsen existing mental health conditions”.
Employers may also want to consider alternative options like providing Employee Assistance Programmes (EAPs – confidential, 24/7 helplines) or support networks for marginalised demographic groups, such as parents and the LGBTQ+ community.
These groups tend to require carefully tailored support, inclusive policies, and recognition of specific life-stage transitions.
Why talk to Peach Law?
At Peach Law, we understand that businesses in the UK can often feel intimidated by the subject of mental health and wellbeing in the workplace.
That’s where our cost-effective and flexible HR solution can make a big difference.
We can help you to stop seeing mental health as a minefield and start viewing it as an essential building block for healthier, happier employees.
To talk to our knowledgeable team of HR specialists about our wide range of services and how we can look after your business and your people, reach out today.
Simply get in touch:
Online: Fill in our contact form
By phone: 0161 478 3800
By email: joanne.wilson@peachlaw.co.uk
