Yesterday (19 February) marked the point at which three million working days had been lost to mental ill-health in 2026.
While mental ill-health remains a leading cause of both long- and short-term sickness absence, this is a shocking figure, coming as it does just 50 days into the year.
According to research published last week by UK print firm Instantprint, almost two-thirds of respondents cited February as their lowest point for mental health and motivation. Just under half (45%) said it directly affects their ability to perform at work, resulting in a noticeable decline in performance, while 39% said they have already taken time off work for mental-health or stress-related issues since the beginning of the year.
Individuals suffering from stress, anxiety or depression may also inadvertently impact the mental wellbeing of those around them if they do not receive help or support. Research published by health and safety training provider RRC International this week, for example, calculated that up to 7% of the UK workforce could be suffering from secondhand stress, as a result of colleagues’ mental ill-health.
Many years ago in one of my first office jobs, I worked with a very abrupt colleague, who on occasion would throw a stapler across desks in frustration. Despite the decades that have since passed, I can still recall the ever-present feeling of unease and worry that you would be perceived to have done something ‘wrong’ that day. In hindsight, with the benefit of experience, they were extremely stressed; a fact which went unsupported in that particular workplace. The impact it had on the team, however, was significant, with many of us soon leaving for pastures new.
Thankfully, mental wellbeing and mental health resilience are now more of a priority for many employers. Approximately three-fifths (59%) of respondents to research published by Everywhen this week said they are concerned about their employees’ mental health. Nearly half (49%), therefore, said they will focus on employees’ mental health in the coming year.
In many cases, this won’t necessarily involve costly initiatives. Ensuring staff feel that they are able to access support or speak freely about the issues they may be facing without fear of judgement or recrimination, providing flexibility and signposting pre-existing support can all make a real difference to someone who may be struggling with their mental wellbeing.
While the workplace will always be just one avenue of support for those experiencing mental ill-health, it can be key to their future wellbeing.
Debbie Lovewell-Tuck
Editor
@DebbieLovewell
