Employee wellbeing and mental wellness in the workplace are terms that are cropping up more and more nowadays in all types of industries. However, there are certain sectors where the prevalence of mental ill-health among staff is considerably higher. This results from a range of work related issues such as, poor management practices, inflexible working hours, heavy workload and low or inexistent levels of support related to working carers.

Employers Have a Duty of Care

This being said, it is the duty of the employers to ensure that in the (very common) instance that an employee is struggling to juggle their personal care commitments and their work responsibilities, they should be given access to the right support. In cases where employers do not put these structures in place, employees are often forced to ‘grin and bear it’. In these situations, their mental wellbeing, productivity and performance are declining.

Clear lines of communication and cultivating cultures of openness cannot be forgotten particularly within the professional services sectors such as Law, Accounts, Finance and IT. As we begin to see a light at the end of the tunnel in Covid-19, it is more important than ever that employers understand their duty of care for their employees. They must recognise that traditional employee benefits packages are no longer sufficient on their own. Commonly, in these sectors, perfectionism is expected and strict compliance with the relevant laws and regulations a legal obligation.

A ‘Perfect Storm’

Traditionally, such sectors are known for higher rates of stress and burnout, largely due to a confluence of various factors. Often, employees within these companies share similar personality types and traits where they thrive off high-demand, high-pressure and often, high-reward situations. These individuals are more likely to take on large projects and are generally willing to undertake as many hours as possible to get the job done.

The Dangers of Presenteeism

Presenteeism costs the UK economy £15.1 billion every year, which is nearly double the cost of absenteeism. This means that instead of approaching their employers with their working care challenges, people attempt to either juggle their responsibilities single-handedly or use their holidays to take time off. These examples of ‘leavism’ are huge indicators that employees are not being fully supported where and when they need it. Ensuring a high level of wellbeing is essential to the smooth running, productivity and performance of any workforce, particularly in professional services.