Employers “still failing to support mental health” despite rising absence 

A significant gap remains between awareness of workplace mental health issues and the support available to employees, according to new research from Purple House Clinic Rugby. 

The study, conducted with 16to24 Market Research, surveyed 150 businesses across the manufacturing, office and education sectors and found that mental health-related absence is widespread, yet many organisations continue to offer limited support. 

Of the businesses surveyed, 119 reported experiencing mental health-related absence during the past two years, accounting for more than 28,000 lost working hours. 

Despite this, 47 per cent of organisations said they provide little or no mental health support beyond basic provisions. 

The findings add to growing concerns that while employers increasingly recognise the importance of workforce wellbeing, many have yet to translate awareness into structured action. 

The research found that more than 90 per cent of employers believe they have employees experiencing mental health difficulties. However, 42 per cent admitted they would probably not recognise if a member of staff was struggling. 

The study also identified significant policy gaps. Around seven in 10 businesses do not have a neurodiversity inclusion policy, while approximately four in 10 lack a formal mental health and wellbeing policy. Some respondents were also unsure what support measures existed within their organisation. 

The findings are particularly notable given the increasing focus on workplace mental health, rising levels of stress-related absence and growing expectations for employers to play a more active role in supporting employee wellbeing. 

However, the research also suggests there is appetite for improvement. Four in five organisations said they would consider introducing mental health support in the future, with only a small minority ruling it out entirely. 

Dr Hayley Poole, clinical psychologist and co-founder of Purple House Clinic Rugby, said the findings point to a common challenge across sectors. 

“Mental health and neurodiversity are universal issues,” she said. 

“The language people use, the worries they describe, and the pressures they feel are remarkably similar across sectors, whether in education, manufacturing, or office-based roles. 

“People want to feel understood, they want safe spaces to talk, and they want practical help rather than tick-box exercises.” 

Poole said the findings demonstrate the need for organisations to move beyond awareness campaigns and focus on creating meaningful support structures. 

“The study highlights a clear gap between the scale of the problem and the level of structured support, particularly around neurodiversity. 

“Partnership, not just provision, is essential to help organisations move from awareness to meaningful action and measurable impact.” 

The research comes amid growing evidence that many employees remain reluctant to discuss mental health concerns openly at work, while managers often report lacking the confidence or training to support difficult wellbeing conversations effectively. 

For workplace health and wellbeing leaders, the findings raise a familiar but important question: if organisations recognise that mental health is affecting their workforce, why do so many still lack the policies, training and support mechanisms needed to respond? 

As employers continue to invest in wellbeing strategies, the challenge may be less about convincing organisations that mental health matters and more about helping them turn good intentions into practical, measurable support that employees can access when they need it most.