BSI: Workplace trust could unlock billions in productivity

Creating workplace cultures where employees feel confident discussing their health and wellbeing could unlock billions of pounds in productivity while reducing sickness absence, presenteeism and staff turnover. The findings come from new research commissioned by BSI, the UK’s national standards body. 

The report, supported by economic modelling from the Centre for Economics and Business Research (CEBR), found organisations that encourage open conversations about physical health, mental health, neurodiversity and life-stage issues (such as menopause) stand to gain measurable improvements in workforce performance and retention. 

The findings come as UK employers continue to grapple with rising levels of economic inactivity, long-term sickness and productivity challenges, reinforcing the growing business case for investing in workplace health and wellbeing. 

The analysis found that employees who lack confidence to discuss health issues with their employer accumulate more sick days over the course of a year. This is because, although they take fewer periods of absence, those absences tend to last longer and are more disruptive. 

Low-confidence employees were also found to be more likely to work while unwell, reducing productivity through presenteeism. They were also significantly more likely to leave their organisation or take extended periods away from work. 

According to the report, the resulting “confidence productivity premium” is worth hundreds or even thousands of pounds per employee each year across the UK, US and Germany, representing a multi-billion-pound opportunity for national economies. 

Kate Field, Global Head of Human and Social Sustainability at BSI, said: “Workplace wellbeing starts with a culture of trust. When employees are facing health challenges, employers are not powerless. There are easy but meaningful steps they can take to support their people and sustain organisational performance and resilience. 

“Our findings show that, where trust has not been cultivated and support feels difficult to access, employees’ health challenges are more likely to escalate and lead to time away from work.” 

Despite growing awareness of workplace wellbeing, many employees remain reluctant to seek support. 

The research found fewer than one in four people (22 per cent) who had experienced psychological or mental health challenges felt completely confident raising them with their line manager. Only one in five said they would feel completely comfortable discussing them with HR (19 per cent) or a senior leader (20 per cent). 

Meanwhile, 57 per cent said mental health challenges had affected their career progression. 

BSI said the findings suggest many organisations still need to create clearer pathways for employees to disclose health concerns and access appropriate support. 

The report argues that workplace health and wellbeing should no longer be viewed solely as an employee benefit, but as a strategic driver of organisational performance. 

Liam Daly, Senior Economist at the Centre for Economics and Business Research, said: “Our analysis finds that the productivity premium unlocked when employees feel confident to raise health challenges with their employers is worth billions. 

“Critically, this reframes the employer’s role from passive obligation to active opportunity. Fostering a culture of trust and openness is a tangible and achievable goal.” 

The research also highlighted the role of workplace standards in creating healthier organisations. Globally, 72 per cent of respondents said practical guidance and standards to support employee health and wellbeing would be valuable. 

BSI has published accompanying guidance designed to help organisations build cultures of trust through earlier intervention, structured support and greater confidence that help is available when employees need it. 

The findings add to a growing body of evidence linking psychologically safe workplace cultures with improved business performance. As employers increasingly focus on reducing sickness absence, supporting people with long-term health conditions and retaining experienced talent, the research suggests that creating an environment where employees feel able to ask for help may be one of the most commercially valuable wellbeing investments organisations can make.