Employers overestimate how comfortable employees feel about discussing health and wellbeing at work, according to new research.
More than eight out of 10 employers (84 per cent) think their employees would be comfortable with discussions around physical health. But a similar poll of employees by Health Shield Friendly Society found only 67 per cent were happy having such discussions at work. The research found that less than a third (31 per cent) described themselves as ‘very comfortable’ with such discussions.
The disconnect extends to mental health, with 74 per cent of employers believing employees would be comfortable discussing mental health challenges, compared with just over half (56 per cent) of employees. Here, only one in four (25 per cent) would feel ‘very comfortable’ discussing this topic.
The study also found that two-thirds (68 per cent) of employers believe employees would be comfortable discussing financial issues, compared with just 46 per cent of employees.
Overall the survey found that men are more comfortable talking about mental health challenges than women (59 per cent compared to 54 per cent) and financial issues (52 per cent compared to 42 per cent).
Employees aged 28–35 are the most comfortable discussing all three topics, while over-60s are the least comfortable.
The research was conducted across 500 UK HR and benefits decision-makers and 2,000 UK employees.
Health Shield director Paul Shires says: “Many employers feel they have created an environment where employees can discuss challenges openly, but our findings reveal a clear disconnect between that perception and how comfortable employees actually feel.
“Employers shouldn’t assume people will always feel able to raise sensitive issues directly. Providing confidential, easily accessible health and wellbeing support gives employees another way to get help when they need it, without having to start a difficult conversation with their manager or HR team.
“When employees struggle in silence, problems can escalate and ultimately affect their health, attendance and ability to perform at work. Giving people different ways to access support, such as Employee Assistance Programmes, ensures they get the right help at the right time.”
Broadstone Financial Solutions head of workplace wellbeing Emily Jones adds: “Effective employee benefits strategies need to be built on a clear understanding of what employees actually need, rather than assumptions about how supported they feel.
“Brokers have an important role to play in helping clients turn that feedback into benefits strategies that reflect the needs of their workforce and ensure investment is focused where it can have the greatest impact.”
