How can employers support the wellbeing of staff in physically demanding jobs?

In November 2025, NHS Charities Together and NHS England committed to invest £2.4 million in boosting mental and physical wellbeing support for NHS staff. The acknowledgment of the toll their roles can have on their wellbeing will support them both in and out of the workplace.

The NHS is not the only organisation with employees in physically demanding roles. A large number of such roles also exist in industries such as the construction retail, hospitality and transport industries, particularly where staff are required to spend a lot of time on their feet. 

Help for physically-demanding jobs

Employers can support staff in physically demanding roles by offering practical, preventative, and wellbeing-focused measures. These can include enhanced sick pay policies to avoid working through injuries, adequate rest between shifts, and mental health support through employee assistance programmes for pain that affects mental wellbeing.

Musculoskeletal (MSK) support, such as virtual and face-to-face physiotherapy appointments, rehabilitation programmes and self-management tools can also help, says Charlotte Steventon-Kiy, global absence and occupational health lead at Willis Towers Watson (WTW).

“Employers could also offer health cash plans to reimburse the cost of chiropractic treatment or sports massages, training on correct lifting techniques, and use of equipment, and assistive lifting devices and adjustable workstations for posture,” she says. ”These help reduce injury risk, boost productivity, and improve employee retention in physically intense roles.”

Even with the best precautions, injuries can happen, so early intervention is crucial. Job rotation and scheduled breaks can help reduce strain and fatigue, lowering the risk of injury, adds Matt Smith, rehabilitation manager at Aviva.

“Private medical insurance can provide added-value support and early intervention,” he says. ”This includes digital GP services, mental wellbeing support and case-managed rehabilitation for MSK injuries. MSK support provided through group income protection offers guidance on workplace adjustments to aid recovery and safe returns to work.”

Employers must meet legal and statutory requirements, such as ergonomic assessments and equipment, manual handling training and mandatory rest breaks.

They can also offer healthy nutrition and sleep habits support. Warm-up and stretching sessions, and access to on and off-site gyms, can further aid physical wellbeing.

Managers should also be trained to recognise physical strain and overwork, and to know where to signpost employees for support, says Emma Capper, UK wellbeing leader at Howden Employee Benefits.

“Employers can offer on-site and virtual occupational health services, including health screenings,” she says. ”They should create a culture where employees look out for their colleagues to support early identification of physical issues.”

Assistance for active roles

How support is delivered will depend on the working environment and workforce. Where employees are based in one location such as a warehouse, on-site options may be useful. Conversely, for mobile workforces or those based across multiple sites, such as construction workers, having clear, well-communicated assistance is vital.

Encouraging employees to stretch, particularly following periods standing in one position, can improve flexibility and reduce injury risk, adds Smith.

“It’s beneficial to switch tasks regularly to ensure different muscle groups get used,” he explains.

Clear expectations regarding healthy working hours and behaviour can make a difference, as well as supportive footwear to reduce discomfort during long shifts. Hydration stations can encourage regular water intake and on-site support through visiting physiotherapists and massage therapists can enable staff to easily access support.

Offering strength and conditioning programmes, either internally or through digital wellbeing platforms, can also help prevent MSK injuries, says Mandi Fallon, health and benefits at WTW.

“Regular risk assessments to ensure workstations, equipment and processes meet safety standards and reduce physical strain are important, as well as MSK webinars, digital physiotherapy exercises and fatigue management training,” she says. ”Employers should create a culture where management lead by example and an environment where employees feel comfortable reporting pain and fatigue.”

Looking at which benefits or services would be most valued or have the most impact is key, adds Gus Vickery, director at Gartner’s HR practice.

“Employers could create a campaign involving videos of employees in physically demanding roles saying what type of wellbeing support they are thankful for,” he says. ”Hearing from someone else in a similar role can encourage use of wellbeing support.”

Industry-specific concerns

Certain times of year, such as the Christmas period, can be particularly demanding for staff working in industries such as retail and hospitality. They often face intense physical and mental demands, so it is important for employers to provide support.

“Offering flexible scheduling or additional rest days gives staff time to recharge,” says Smith. “On-site mental health check-ins create a safe space to address stress and fatigue, ensuring employees feel supported after a high-pressure period.”

Adequate rest periods during extended trading hours are important, along with healthy meals or snacks. As staff may be working varied shift patterns, it is important to clearly communicate support so they understand what is available and how to access this quickly if needed.

“Employers should acknowledge the challenges and give employees clear signposting around expectations and how to navigate tension,” says Vickery. ”This not only signifies care but also explains how employers will offer it.”

Supporting staff with physically-demanding jobs with a variety of initiatives demonstrates the commitment of an employer to the health and wellbeing of its workforce.