CloseThe Business Case
To create a healthy workplace, an employer needs to ensure that its culture, leadership and people management are the bedrock on which to build a fully integrated wellbeing approach. If employers place employee wellbeing as a vital source of value creation, the dividends for organisational health can be significant.
CIPD
A Healthy Culture – It’s The Business
A healthy workplace culture increases performance and productivity. It improves employee engagement, lowers absenteeism and reduces attrition.
Legally, organisations have a duty of care under the Health & Safety at Work and the Equality Act.
Ultimately, a healthy culture means a better performing organisation. Now is the time to take action.
The Financial Case
Poor behaviours and a lack of communication skills impact negatively on people’s wellbeing and mental health costing employers thousands every year. How much could it be costing you?
The Legal Case
Employers are legally required to look after workplace wellbeing and mental health – it’s not just a “nice to have”. Are you being “proactive” and doing everything required to be compliant?
The Ethical Case
Workplace culture has a direct impact on people’s wellbeing, mental health and quality of life. Creating an environment where people feel valued and supported is simply the right thing to do. Are your people truly thriving?
The Financial Case
According to NICE, mental ill health is costing organisations £835k a year for every 1,000 employees.
It also estimates that 30% of these costs can be saved with some simple steps to improve mental health at work.
Studies have shown that there’s always a positive return on investment (ROI) when spending on mental health initiatives. For every £1 spent, the return varies from +£2.50 to +£10.00.
It’s clear, investing in mental health positively impacts the financial performance of your organisation.
The estimated annual cost per 1,000 employees to organisations through mental ill health at work
Savings gained by taking simple steps
Potential ROI per £1 spent for companies investing in a proactive mental health culture
The Legal Case
All employers are required, under the Health & Safety at Work Act and the Equalities Act, to protect employees’ mental health.
Whether work is causing health issues or aggravating it, employers have a legal responsibility to help their employees. Like any other safety or health hazard at work, work-related mental health issues must be assessed to measure levels of risk to staff. Where risk is identified, steps must be taken to remove it or reduce it as far as practically possible.
It’s vital to understand and look after the mental health of your people at work – it’s the law.
Whether work is causing health issues or aggravating it, employers have a legal responsibility to help their employees.
The Ethical Case
Responsible employers take care of their people – because it’s the right thing to do. The best performing organisations value and respect people for the work they do.
Extensive research and studies have shown that happy employees are more productive, more engaged and more creative.
Plus you gain a positive reputation in the recruitment marketplace, you’ll attract and retain talent to your organisation.
Prioritising workplace wellbeing fulfils a fundamental moral duty to protect human dignity, prevent harm, and treat employees justly