Organisations are increasingly recognising that time and money spent on ensuring the psychological wellbeing of staff will not only reduce absence but also improve performance. Proactively building the resilience of colleagues through training and workshops can reduce the likelihood of mental health challenges arising. Training Mental Health First Aiders enables organisations to monitor and respond to colleagues in the early stages of mental ill health. These measures can form part of a ‘whole organisation approach’ that should be sponsored, driven and overseen by senior leadership. Properly planned and implemented, such an approach is likely to realise the following benefits:
Return on Investment

“A manager mental health training programme could lead to an associated return on investment of £9.98 for each pound spent.” Thriving at Work – Stevenson and Farmer Review, 2017.

Compliance with legislation

If a mental health issue has an adverse effect on someone’s ability their job, this is a disability that is protected under the Equality Act 2010. Employers are required to make reasonable adjustments for staff in the workplace have a duty not to discriminate against them.

Improved performance

There is a strong link between levels of staff wellbeing and motivation and performance. Taking a positive, proactive approach to mental health in the workplace will help to strengthen the mental fitness of both your employees and your organisation.

Retention of skills through reduction of staff turnover

Almost one-third (31%) of UK employees polled said they would consider leaving their current role within the next 12 months if stress levels in their organisation did not improve. MetLife, 2015.

Reduction in employee grievance and discrimination

Mental health charity Mind has concluded that concerns, problems and complaints around the treatment of staff with mental health issues are on the rise. By embracing the mental fitness of its employees, organisations can be proactive in addressing this concerning trend.

A healthier, happier, workplace

Estimates suggest that mental health problems account for 40% of the seven days that the average employee misses annually for health reasons. However, up to 90% of staff feel they can’t disclose this reason for their absence. Mind, 2013.

Improved staff wellbeing, engagement and commitment

60% of employees say they’d feel more motivated by an employer that took action to promote mental health and wellbeing. What’s more, they would be more likely to recommend their organisation as a place for others to work.

Reduction in sickness absence

Issues such as stress, depression and anxiety account for almost 70 million absence days annually – more than any other health condition – costing the UK economy between £70 billion and £100 billion per year. Davies SC, 2014.

Reduction in presenteeism

Employees continuing to show up for work and underperforming due to mental health challenges costs £15.1 billion, or £605 per employee in the UK. CIPD and Mind, 2011.

A socially responsible business

Many corporate leaders still admit to ignorance around mental health in their organisation (BUPA, 2014), despite evidence that workplace-related mental ill health costs employers £26 billion annually due to lost working days, staff turnover and lower productivity. Centre for Mental Health, 2007.


“We brought in the Eleos Partnership with their experience of recovery from psychological illness to enable our staff to understand some of the potential life and workplace challenges in order to develop their mental resilience as part of our mental resilience programme. The launch of this programme reflects how highly we as a firm and individuals regard the mental health of our team. I want all our staff to feel able to be themselves and authentic. It is important to me that they have the confidence to approach a trained mental health first aider in the office if the need arises without fear. I want them to know how to manage any stressful situations, and to strengthen their resilience and wellbeing. Being able to recognise any stress in colleagues and knowing how to offer support is part and parcel of an effective team.”

Managing Partner, Peter Taylor