Employers overestimate how comfortable staff feel discussing health

Employers may be significantly overestimating how comfortable their employees feel talking about health and wellbeing at work.

Research from Health Shield Friendly Society found a 17 percentage point gap between employer and employee perceptions of how comfortable workers are discussing physical health, widening to 22 percentage points when it comes to financial concerns.

The findings raise questions about whether employers have an accurate picture of how psychologically safe employees feel raising health and wellbeing issues – and whether workers who need support are comfortable enough to access it.

Health Shield’s Britain at Work 2026 research, conducted among 500 UK HR and benefits decision-makers and 2,002 UK employees, found 84 per cent of employers believe their employees would be comfortable discussing physical health at work.

However, just 67 per cent of employees said they would be comfortable doing so, with only 31 per cent saying they would feel “very comfortable”.

A similar disconnect emerged around mental health. Almost three-quarters (74 per cent) of employers believe employees would be comfortable discussing mental health challenges, compared with 56 per cent of employees. Only one in four employees said they would feel very comfortable.

The biggest gap was around financial wellbeing. More than two-thirds (68 per cent) of employers believe their workforce would be comfortable discussing financial issues, while only 46 per cent of employees agreed.

The findings suggest employers could risk overestimating the accessibility of their workplace wellbeing support if they assume employees will raise concerns with managers or HR when they need help.

Paul Shires, director at Health Shield, said: “Many employers feel they have created an environment where employees can discuss challenges openly, but our findings reveal a clear disconnect between that perception and how comfortable employees actually feel.

“Employers shouldn’t assume people will always feel able to raise sensitive issues directly. Providing confidential, easily accessible health and wellbeing support gives employees another way to get help when they need it, without having to start a difficult conversation with their manager or HR team.

“When employees struggle in silence, problems can escalate and ultimately affect their health, attendance and ability to perform at work. Giving people different ways to access support, such as Employee Assistance Programmes, ensures they get the right help at the right time.”

Perry Timms, founder and chief energy officer of PTHR, said: “Health concerns don’t stay at home when people come to work. When someone is struggling physically or mentally, it can consume attention, energy and confidence and inevitably make it harder for them to be at their best through no fault of their own.

“Employers who are willing to listen, show understanding and give someone a little space or flexibility when they’re struggling can make an enormous difference.

“People remember how their employer treated them when life was difficult. Organisations that respond to health concerns with sensitivity rather than judgement can build credibility, trust and loyalty, while helping people feel more able to speak up when they are struggling.”

The research also highlights the importance of employers testing their assumptions about workforce needs rather than relying solely on the existence or availability of benefits.

Emily Jones, head of workplace wellbeing at Broadstone Financial Solutions, said: “Effective employee benefits strategies need to be built on a clear understanding of what employees actually need, rather than assumptions about how supported they feel.

“Brokers have an important role to play in helping clients turn that feedback into benefits strategies that reflect the needs of their workforce and ensure investment is focused where it can have the greatest impact.”

The research was conducted by Censuswide on behalf of Health Shield Friendly Society. The employee survey involved 2,002 UK employees between 27 March and 1 April 2026, while 500 HR and benefits decision-makers at organisations employing 100 or more people were surveyed between 7 and 13 April.