Revealed: how mental health offerings are now crucial to recruitment
Revealed: how mental health offerings are now crucial to recruitment
The annual Workforce Attitudes towards Mental Health survey for 2023 involved more than 1,000 UK employees and 107 CEOs from across a range of sectors.
While 86% of employers see mental health benefits as crucial for recruitment and attracting new talent, not all companies taking part in the survey offered them. 86% of employers recognise the critical role mental health benefits play in attracting new talent. 95% of HR leaders said they plan to increase their investment in ‘social issues’ such as mental health in the coming year.
HR (92%), CEOs (92%), and employees (89%) share the view that companies need to step up in order to better support their employees. Of the mental health benefits offered, most employees valued 24/7 access.
Stress drivers
70% of employees said they had felt a sense of dread at work multiple times a month during 2023. The most common causes were personal finances (28%), poor work/life balance (26%), and poor management (25%).
The research also highlighted how HR professionals appear to be worst affected. 50% said they experience feelings of dread around work, once a week or more frequently. Absenteeism, turnover, burnout, depression and anxiety aer claimed to be highest in HR when compared to other departments.
“In light of the data and the wealth of other statistics showing the increased toll of mental health challenges in the workplace, it’s clear that employers are reassessing EAP needs,” said Headspace. “With employees facing heightened health and wellbeing challenges since the pandemic, there’s a growing call for employers to develop more accessible and engaging paths to EAP and close the gap between reported concerns and current utilisation.”
Come together
EAPA UK chair, Karl Bennett said: “There’s no doubt that the need for EAP services is growing. Which means it’s increasingly important that employers and EAP providers work in partnership to understand the specific needs of a workforce, where preventative interventions can be used to avoid so many people reaching the ‘crisis’ stage, and working out the most effective and tailored package of services: digital, human and specialist offerings.”