The Evolution of Workplace Wellness Support
The landscape of workplace mental health support in the United Kingdom continues to evolve rapidly. As organisations recognise the significant impact of mental wellbeing on productivity, retention, and organisational culture, many are seeking more effective approaches beyond traditional support mechanisms.
Recent data from the Office for National Statistics (ONS) shows that mental health concerns remain prevalent in the UK workforce, with work-related stress, depression, and anxiety accounting for over half of all work-related ill health cases (ONS, 2023). Meanwhile, the Chartered Institute of Personnel and Development (CIPD) reports that 79% of UK employers have observed increased reports of stress among their workforce since 2022, highlighting the growing urgency of effective workplace mental health solutions (CIPD, 2023).
Limitations of Traditional Approaches
While Employee Assistance Programmes (EAPs) and access to clinical therapy have been workplace staples for decades, their limitations have become increasingly apparent:
Signposting Without Support
Many organisations rely on merely directing employees to external resources—a passive approach that places the burden of seeking help entirely on individuals already struggling. Research by Mind UK found that many employees referred to external resources through workplace signposting never actually access those services (Mind, 2023).
The 'Medical Model' Mindset
Traditional workplace mental health support often pathologises normal human responses to workplace challenges. The British Psychological Society notes that this approach can inadvertently stigmatise employees and create barriers to engagement (BPS, 2022).
Accessibility Barriers
The NHS waiting times for mental health services remain lengthy, making timely support through traditional channels increasingly difficult. Even when organisations provide private therapy options, limited session allocations often restrict their effectiveness for ongoing workplace challenges.
The Distinctive Value of Wellness Coaching
Wellness coaching represents a paradigm shift in how organisations approach employee mental health—moving from a problem-focused to a strengths-based approach. Unlike therapy or signposting, wellness coaching offers several distinct advantages for workplace implementation:
1. Normalising Mental Wellbeing Conversations
Wellness coaching frames mental health as a universal aspect of human experience rather than a specialist concern for those who are 'unwell'. The CIPD's Health and Wellbeing at Work survey shows that organisations implementing coaching approaches report increased openness around mental wellbeing discussions (CIPD, 2023).
2. Building Internal Resources and Resilience
Rather than focusing solely on alleviating symptoms, coaching develops employees' internal resources to navigate challenges. The British Association for Counselling and Psychotherapy highlights how workplace coaching programmes can improve employee resilience compared to traditional mental health interventions (BACP, 2023).
3. Addressing Organisational Context
Unlike generic therapy, workplace wellness coaching directly addresses the specific contexts and challenges within the organisation. The Health and Safety Executive (HSE) notes that context-specific interventions produce better outcomes than generalised approaches when addressing workplace stress (HSE, 2023).
4. Continuous Development Rather Than Crisis Intervention
While therapy often intervenes during or after crises, wellness coaching provides continuous support throughout an employee's journey. Business in the Community (BITC) emphasises the preventative benefits of regular coaching sessions compared to as-needed therapeutic interventions (BITC, 2023).
5. Positive ROI and Business Case
The business case for wellness coaching is compelling. Deloitte's Mental Health and Employers reports indicate that organisations implementing proactive wellbeing programmes see an average return of £5.30 for every £1 invested—significantly higher than the return from reactive services (Deloitte, 2022).
Implementing Effective Wellness Coaching
For UK organisations looking to integrate wellness coaching effectively, several evidence-based approaches stand out:
Create Coaching Communities
Rather than isolated coaching relationships, forward-thinking organisations are creating coaching communities where skills and insights can be shared. The CIPD's research indicates that organisations with integrated coaching cultures see higher employee engagement than those offering only individual coaching sessions (CIPD, 2023).
Blend Digital and In-Person Approaches
The most effective programmes combine digital coaching tools with human connection. The Society for Occupational Medicine notes that blended coaching approaches deliver better outcomes than either purely digital or purely in-person approaches (SOM, 2023).
Tailor to Diverse Needs
The most successful organisations recognise that one size doesn't fit all. The Chartered Management Institute emphasises the importance of personalised coaching programmes that account for different working patterns, cultural backgrounds, and career stages (CMI, 2023).
Connect Coaching to Organisational Values
When coaching is explicitly linked to organisational values and purpose, its impact increases substantially. The Institute of Leadership & Management highlights that values-aligned development programmes achieve higher engagement than generic wellbeing initiatives (ILM, 2023).
The Future of Workplace Wellbeing Support
As UK workplaces continue to navigate post-pandemic challenges, hybrid working arrangements, and economic pressures, wellness coaching offers a forward-looking approach that builds organisational and individual capacity simultaneously.
The evidence suggests that organisations moving from traditional therapy-and-signposting models toward comprehensive coaching approaches are better positioned to create truly supportive environments where:
Mental wellbeing is integrated into daily workplace conversations rather than siloed as a 'health issue'
Employees develop sustainable skills that benefit them throughout their careers
Organisations build cultures of proactive support rather than reactive crisis management
By integrating wellness coaching with complementary approaches such as mindfulness practices, solution-focused techniques, and strengths-based development, UK organisations can move beyond the limitations of traditional mental health support models.
As we look toward the future of work, wellness coaching represents not just an alternative to therapy and signposting, but a fundamental reimagining of how organisations can support and nurture the complete wellbeing of their people.
References
British Association for Counselling and Psychotherapy (BACP). (2023). Workplace mental health interventions: A guidance report. https://www.bacp.co.uk/professional-resources/workplace-resources
British Psychological Society (BPS). (2022). Beyond the medical model: Alternative approaches to workplace mental health. https://www.bps.org.uk/psychologist/workplace-wellbeing
Business in the Community (BITC). (2023). Mental Health at Work Report 2023. https://www.bitc.org.uk/report/mental-health-at-work-report-2023
Chartered Institute of Personnel and Development (CIPD). (2023). Health and wellbeing at work survey report. https://www.cipd.co.uk/knowledge/culture/well-being/health-wellbeing-work
Chartered Management Institute (CMI). (2023). Management Transformed: Managing in a marathon crisis. https://www.managers.org.uk/knowledge-and-insights/research-thought-leadership/
Deloitte. (2022). Mental health and employers: The case for investment – pandemic and beyond. https://www2.deloitte.com/uk/en/pages/consulting/articles/mental-health-and-employers-the-case-for-investment.html
Health and Safety Executive (HSE). (2023). Work-related stress, anxiety or depression statistics in Great Britain. https://www.hse.gov.uk/statistics/causdis/stress.pdf
Institute of Leadership & Management (ILM). (2023). Leading in Uncertain Times. https://www.institutelm.com/research-and-insight
Mind UK. (2023). Workplace mental health support: Effectiveness and engagement report. https://www.mind.org.uk/workplace/
Office for National Statistics (ONS). (2023). Sickness absence in the UK labour market. https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/latest
Society for Occupational Medicine (SOM). (2023). The value of occupational health: A guide for employers. https://www.som.org.uk/resources
Author: Mark Tanchoco Reid, Founder of MTR Performance Coaching
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