The Current State of Workplace Mental Health in the UK Mental health has become an increasingly critical issue across the United Kingdom. With employees spending a significant portion of their lives at work, the impact of workplace culture and support systems on mental well being cannot be overstated.
Recent statistics paint a concerning picture of mental health in UK workplaces. According to the Health and Safety Executive (HSE), in 2022/23, work-related stress, depression, or anxiety accounted for 51% of all work-related ill health cases, with 17.1 million working days lost due to these conditions.
This represents approximately 800,000 workers suffering from work-related stress, depression, or anxiety during this period alone (HSE, 2023).
The Mental Health Foundation reports that approximately 1 in 6.8 people experience mental health problems in the workplace (14.7%), with women being nearly twice as likely to be diagnosed with anxiety disorders as men (Mental Health Foundation, 2023).
Moreover, the Centre for Mental Health estimates that mental health problems cost UK employers approximately £45 billion each year through absenteeism, presenteeism, and staff turnover (Centre for Mental Health, 2020).
Moving Beyond Traditional Approaches
Traditionally, many organisations have approached employee mental health through a limited lens—offering basic Employee Assistance Programmes (EAPs) that often merely signpost to external resources or view mental health support exclusively through a clinical therapy framework. While these approaches have their place, they represent only a fraction of the comprehensive support system employees need.
A study by Deloitte found that for every £1 spent on mental health interventions, employers get £5.30 back in reduced absence, presenteeism, and staff turnover (Deloitte, 2022).
However, the return on investment varies significantly based on the approach taken, with proactive and preventative measures showing substantially higher returns than reactive ones.
The Coaching Advantage for Mental Well being
Workplace coaching presents a powerful yet underutilised approach to supporting employee mental well being. Unlike therapy, which focuses on healing past trauma or treating diagnosed conditions, coaching is forward-looking, development-focused, and empowering.
Research published in the International Journal of Evidence Based Coaching and Mentoring demonstrates that coaching interventions can lead to significant improvements in psychological well being, resilience, and work engagement (Grant et al., 2021). Participants receiving workplace coaching reported a 35% reduction in stress levels and a 41% increase in psychological well being compared to control groups.
Coaching provides several unique advantages as a mental health support tool:
1. Preventative Rather Than Reactive
Coaching helps employees develop resilience, emotional intelligence, and coping strategies before they reach crisis point. The University of East London's coaching psychology unit found that preventative coaching reduced the likelihood of developing more serious mental health issues by up to 32% over a two-year period (Passmore & Lai, 2020).
2. Destigmatised Support
Many employees hesitate to access traditional mental health services due to perceived stigma. Coaching, positioned as professional development rather than treatment, removes this barrier. A survey by CIPD found that 78% of UK employees would be comfortable accessing coaching, compared to only 41% who would be comfortable accessing therapy through work (CIPD, 2022).
3. Practical, Context-Specific Solutions
Coaching addresses workplace-specific challenges in real-time, providing practical strategies that are immediately applicable. This contextualisation makes coaching particularly effective for addressing workplace stressors, with one study showing that job-specific coaching interventions reduced workplace anxiety by 29% more than generalised well being programmes (BITC, 2021).
4. Empowerment and Agency
Rather than positioning employees as patients needing treatment, coaching empowers them as capable individuals with agency to shape their experience. This sense of control is critical for mental well being, with research from King's College London showing that increased perceived control at work correlates with a 47% reduction in workplace-related mental health issues (Marmot et al., 2022).
5. Skill Development for Long-term Well being
Coaching builds transferable skills that support ongoing mental health management. The skills learned—such as boundary setting, effective communication, conflict resolution, and stress management—continue to benefit employees long after coaching concludes.
Implementing Effective Coaching for Mental Wellbeing
For organisations looking to integrate coaching into their mental health strategy, several approaches have proven particularly effective:
Embed Coaching Throughout the Organisation
Rather than limiting coaching to senior leadership, organisations seeing the greatest benefits are those making coaching accessible at all levels. Manchester Business School found that organisations with democratised coaching programmes saw 26% higher wellbeing scores across all organisational levels (Whitmore & White, 2023).
Train Managers as Coaches
Equipping managers with fundamental coaching skills creates daily opportunities for supportive interactions. Research shows that employees with managers trained in coaching techniques report 40% higher job satisfaction and 37% lower burnout rates (CIPD, 2022).
Provide External Coaching Options
External coaches provide a confidential space for employees to explore challenges without fear of workplace repercussions. This is particularly valuable for sensitive issues that employees might hesitate to discuss internally.
Integrate Coaching into Well being Frameworks
Rather than positioning coaching as separate from mental health initiatives, forward-thinking organisations are integrating coaching as a central component of comprehensive well being frameworks. The most effective programmes combine coaching with other supportive elements like flexible working, mental health first aid, and traditional EAP services.
The Future of Workplace Mental Health Support
As UK workplaces continue to evolve, particularly following the pandemic's impact on working patterns and expectations, coaching represents not merely an addition to existing mental health approaches but a fundamental shift in perspective—from viewing employees as potential patients to seeing them as resilient individuals with untapped capabilities.
The evidence is clear: organisations that integrate quality coaching into their mental health strategy see significant returns—not just in reduced absence and healthcare costs, but in engagement, retention, creativity, and organisational culture.
At MTR performance Coaching, the focus is in supporting SME's with leadership and professional mental well being. This has been successful for remote working and can provide the accessibility and flexibility employers and their team want in a confidential and professional manner. Integrating coaching with relaxation techniques, breathing, Thought field therapy, hypnotherapy, NLP and goal-setting to name just a few areas of expertise.
By investing in coaching as a primary approach to employee mental well being, UK organisations can move beyond merely signposting or offering therapy-only routes. They can create truly supportive environments where mental well being is nurtured proactively, employees feel empowered rather than diagnosed, and the skills developed continue to benefit both individuals and organisations long-term.
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References
Health and Safety Executive (HSE). (2023). Work-related stress, anxiety or depression statistics in Great Britain, 2023. https://www.hse.gov.uk/statistics/causdis/stress.pdf
Mental Health Foundation. (2023). Mental health statistics: UK and worldwide. https://www.mentalhealth.org.uk/explore-mental-health/statistics/mental-health-statistics-uk-and-worldwide
Centre for Mental Health. (2020). Mental health at work: The business costs ten years on. https://www.centreformentalhealth.org.uk/publications/mental-health-work-business-costs-ten-years
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
Grant, A. M., Green, L. S., & Rynsaardt, J. (2021). Developmental coaching for high school teachers: Executive coaching goes to school. International Journal of Evidence Based Coaching and Mentoring, 19(1), 70-88.
Passmore, J., & Lai, Y. L. (2020). Coaching psychology: Exploring definitions, influences, and key factors for success in implementation within organisations. University of East London Coaching Psychology Unit.
Chartered Institute of Personnel and Development (CIPD). (2022). Health and wellbeing at work survey report. https://www.cipd.co.uk/knowledge/culture/well-being/health-well-being-work
Business in the Community (BITC). (2021). Mental Health at Work Report 2021: The Workforce Crisis. https://www.bitc.org.uk/report/mental-health-at-work-report-2021/
Marmot, M., Allen, J., Boyce, T., Goldblatt, P., & Morrison, J. (2022). Health equity in England: The Marmot Review 10 years on. King's College London.
Whitmore, S., & White, E. (2023). The impact of organisational coaching programmes on employee wellbeing and retention. Manchester Business School.
Author: Mark Tanchoco Reid, Founder of MTR Performance Coaching
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