Why mental health in the workplace should be a priority for businesses in 2026
Conversations around mental health at work have moved on from being a “nice to have”. For many employees, how a company supports wellbeing is now a deciding factor when they consider a new role or whether to stay where they are.
As we move through 2026, making mental health a priority is both the right thing to do and a smart business decision.
How mental health affects work
Mental health and performance are closely linked. When people are under sustained stress, struggling with workload or feeling unsupported, it shows up in many ways:
- Reduced focus and productivity
- More sickness absence
- Higher levels of burnout and turnover
- Tension within teams
On the other hand, when employees feel safe, respected and able to speak up, you tend to see better engagement, more collaboration and stronger results.
What employees are looking for
Jobseekers are increasingly asking questions such as:
- How does your organisation support wellbeing?
- What is the approach to flexibility?
- How are workloads managed in busy periods?
They want more than a wellbeing week or a one-off workshop. They are looking for signs that mental health is woven into everyday working life.
Practical ways to make mental health a priority
Normalise the conversation
Encourage leaders and managers to talk openly about wellbeing, boundaries and workload. Regular one-to-ones that include space to talk about how people are feeling can make a big difference.
Review how work is organised
Support for mental health is not only about initiatives. It is also about ensuring targets, deadlines and expectations are realistic, and that people have the tools and training they need to do their jobs.
Offer genuine flexibility where possible
For many people, the ability to manage their time, commute and home responsibilities lowers stress significantly. Where roles allow it, flexible or hybrid arrangements remain one of the most valued forms of support.
Train managers
Managers are often the first point of contact when someone is struggling. Giving them training in active listening, signposting and spotting early warning signs can help issues be picked up sooner.
Make support easy to access
Whether it is an employee assistance programme, mental health first aiders or external resources, employees should know what is available and how to access it in a simple, confidential way.
The business case
Investing in mental health support can help to:
- Reduce sickness absence and unplanned turnover
- Improve morale and engagement
- Strengthen your employer brand in a competitive market
In a city like London, where roles and organisations can be demanding, a thoughtful approach to mental health can set you apart when attracting and retaining talent.
Looking ahead in 2026
Mental health at work is not a short-term trend. It is becoming a core part of how organisations think about people, performance and culture. If you are reviewing your people strategy for 2026, placing mental health at the centre is a practical way to build a healthier, more sustainable workplace for everyone.