Are You Meeting Your Legal Duties for Employees’ Psychological Wellbeing?
As a small business employer in the UK, you likely understand your responsibility for your employees’ physical health and safety. But what about their psychological wellbeing?
Work-related stress, anxiety, and burnout are on the rise, and employers have a legal duty of care under the Health and Safety at Work Act to protect employees’ mental health just as much as their physical health. The Management of Health and Safety at Work Regulations also require businesses to assess and manage risks to wellbeing - including psychological risks.
But here’s the real question: Are you doing enough?
Is an EAP enough?
Many businesses offer an Employee Assistance Programme (EAP) and assume this is a sufficient wellbeing strategy. While EAPs can be useful, they are often underutilised - with research suggesting that, on average, less than 5% of employees use them.
Why?
Employees may not be aware of the service.
There’s still stigma around seeking mental health support.
Many employees only turn to an EAP when they’re already in crisis - by which point, the damage has been done.
An EAP alone is a reactive solution. A true commitment to psychological wellbeing requires a proactive approach.
Proactively Supporting Employee Wellbeing
Preventing workplace stress and burnout isn’t just about compliance - it’s about creating a healthy, productive workforce. When businesses proactively invest in employee wellbeing, the results speak for themselves:
✅ Lower absenteeism and presenteeism – Employees are less likely to take sick leave due to stress-related issues.
✅ Higher engagement and retention – A psychologically safe workplace leads to happier, more motivated staff.
✅ Improved performance – Employees who feel supported are more focused, creative, and productive.
How Can Small Businesses Take Action?
Unlike large corporations with dedicated HR and wellbeing teams, small businesses often have fewer resources. But that doesn’t mean you can’t take effective, proactive steps:
Check in with employees regularly – Open conversations about wellbeing should be the norm, not just when problems arise.
Train managers in mental health awareness – A well-equipped manager can spot signs of stress before they escalate.
Encourage a healthy work-life balance – Long hours and constant pressure don’t lead to better results, just exhausted employees.
Provide direct, meaningful support – Go beyond a tick-box EAP and offer practical tools that genuinely help.
Coaching? Workplace Wellbeing Sessions?
One powerful way to support employee wellbeing is through coaching and wellbeing sessions. Unlike a one-size-fits-all approach, coaching provides individualised support to help employees:
✅ Manage stress before it leads to burnout
✅ Improve time management and work-life balance
✅ Develop emotional resilience and confidence
✅ Enhance communication and problem-solving skills
Group wellbeing sessions also create a positive workplace culture, giving employees practical strategies to improve their mental wellbeing in a supportive environment.
Are You Doing Enough?
Fulfilling your legal duty to support employees’ psychological wellbeing isn’t just about avoiding risk - it’s about creating a workplace where people thrive.
So, take a moment to ask yourself:
Are your current wellbeing initiatives reactive or proactive?
Do you have measurable, effective support in place?
Is it time to go beyond the tick-box and make a real difference?
If the answer to any of these questions is “not sure” or “probably not,” then it’s time to take action. Supporting your employees’ psychological wellbeing isn’t just the right thing to do - it’s essential for the success of your business.