In the aftermath of a challenging period, a significant number of UK employees, amounting to nearly one-third (28.2%), are expressing the need for increased mental health and wellbeing support from their employers.
These findings stem from the latest Workplace Trends survey conducted by Aspire, a UK recruitment agency with a global presence. Over 900 candidates participated in the survey, providing insights into their workplace satisfaction.
The COVID-19 pandemic has accelerated the shift to remote work, with some companies adopting fully remote policies, while others explore hybrid models that combine remote and in-office work.
The flexibility offered by remote work has been widely appreciated, ranking as the third most crucial factor when job seekers consider new opportunities. However, the transition to full-time remote work has not been beneficial for everyone, as some companies have completely abandoned physical office spaces.
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This shift in work dynamics may be contributing to a surge in mental health concerns among employees. The survey revealed that one-third of respondents reported experiencing low motivation at work, with 14.4 percent feeling “unmotivated” and an additional 18.6 percent describing their motivation levels as “not very high.”
What can be done to offer more wellbeing support?
In response to these challenges, employees are calling on their employers to provide dedicated support for mental health and wellbeing. A considerable portion of respondents (24.7%) also expressed the desire for more team social events, aiming to enhance morale, integration, and team dynamics.
The survey results highlight the increasing importance of prioritising employee mental health and wellbeing in the workplace. Employers are urged to recognise the potential impact of remote work on employee motivation and take proactive measures to address these concerns. By offering comprehensive mental health support and fostering a sense of connection through social activities, companies can promote a healthier and more productive work environment.
As the landscape of work continues to evolve, organisations that prioritise the wellbeing of their employees are likely to thrive by attracting and retaining top talent, while also cultivating a positive and resilient workforce.
Commenting on the findings, Aspire’s Global Managing Director, Terry Payne, said:
“Hybrid working has become mainstream, giving workers flexibility and freedom in how and where they work. It’s also opened up new opportunities for businesses to hire from a wider talent pool rather than being restricted to only local candidates.
“This approach has delivered benefits for businesses and individuals. But we’re all more aware than ever of the importance of mental health and wellbeing – in the workplace and at home. And full-time remote working clearly doesn’t work for some.
“As well as offering proper mental health support through an approved or accredited provider, businesses should be identifying opportunities to bring staff together for work and social events. By making support available to staff and building team dynamics, employers can reduce feelings of isolation – helping workers to feel more connected, motivated and happy at work.
“This approach will also go a long way towards attracting staff, too. And it will give employers the flexibility to cast their nets wider and source skilled candidates from further afield, overcoming skills shortages.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
