Build a workforce that performs and stays well

Employee wellbeing is one of the biggest challenges facing UK employers, and the problem is worsening. According to research by the Centre for Economics and Business Research and AXA UK, more than one in three people has at least one long-term health condition, and the cost to the UK economy from people taking sick days reached £26bn in 2023.Mental health is a major contributor to this, accounting for 27% of sick leave in 2024, a rise of 4% from the previous year. AXA’s 2025 Mind Health Report finds 25% of people in the UK are affected by anxiety, stress or depression at severe or more extreme levels, while 45% of employees say the ‘difficulty achieving a healthy work-life balance’ negatively impacts their mental health. In fact, only 22% of the UK population believes they are flourishing. Today’s workforce is more discerning and expects employers to provide meaningful support during critical life moments. So, it’s no surprise that demand for health benefits is rising, and Employee Assistance Programmes (EAPs) and wellbeing programmes are a key factor in attracting and retaining talent. Why traditional support isn’t enoughEmployers looking to tackle ill-health have traditionally relied on generic employee assistance programmes (EAPs), often as part of a broader insurance policy. But these are no longer sufficient in an age when delivering easily accessible and personalised wellbeing support is vital, says Dr Gordon McDavid, deputy chief medical officer at AXA Health.“Often an EAP embedded in other services can lose its awareness, impact or indeed not extend to the whole of workforce,” he points out. “Employers need to consider the appropriateness of their EAP as a benefit and seek to gain broad awareness of the breadth of support it can offer, helping more people use the support and tools to have good wellbeing when in work.”It’s important that any EAP offers more than help at times of crisis: “A comprehensive EAP should support employees to build healthy habits, access care and support when they need it, and offer support and guidance around life stresses with practical information on legal or financial matters,” says McDavid. “EAPs have an important role in life management as well as prevention and signposting to onward support. For example, content to boost financial literacy and budgeting guidance.”Delivering a truly personalised approach means ensuring wellbeing provisions are just as relevant to an 18-year-old entering the workplace as to someone in their mid-40s with two children, says Paul Duggan, global health and wellbeing lead (EMEA) at Accenture. “An employee shouldn't have to understand what the individual bits are,” he says. “They need to understand what their needs are and then be guided to the right place. This might mean offering support to people who are worried about debt or under stress regarding financial literacy.” In future, artificial intelligence could help to direct people towards appropriate support, proactively ensuring they receive relevant benefits at a point when they are most likely to need it, Duggan adds. Personalised care, delivered digitallyData and management information are crucial in helping organisations pinpoint the support areas that matter most to their workforce. Modern EAPs can help capture valuable data. “By equipping employees with user-friendly tools that encourage them to engage in their health and wellbeing, organisations can gather anonymous and insightful aggregated health data,” says McDavid. “This approach not only sheds light on employees' overall health but also highlights any underlying health concerns they may face. By understanding our employees better, we can tailor support that truly meets their needs and fosters a healthier workplace.”This is something Accenture is currently doing. “We take data from our EAP and use that alongside information from other wellbeing services, medical data and engagement data to identify where there are hotspots where we need to be more proactive,” says Duggan. “It’s not just about EAPs but how you stitch it all together.” Having accurate data from providers is essential here, he says, and can help to demonstrate a return on investment from wellbeing initiatives. As well as having appropriate provision, it’s also vital that employees want to use EAPs, and can do so easily. Central to this is the ability to access them the same way as they would other services, including the use of SMS and LiveChat. “Employees expect more from their wellbeing benefits,” adds McDavid. “They want speed of care, 24/7 availability and guided support that makes accessing help effortless.” Digital tools can allow employees to access a wealth of resources and rich content around the clock, including connecting with experts. “These provide the speed, accessibility and proactive engagement needed for effective support, while expert-led support ensures that care remains personalised and of high quality,” explains McDavid. “Together, these elements facilitate treatment that is not only effective today but also adaptable for future needs, keeping workforces supported and ready to tackle upcoming challenges.”Organisations that offer a compelling proposition that meets the needs of its employees can expect to see healthier employees and higher levels of productivity, engagement and job satisfaction. “Embracing a digital-first, preventative approach to wellbeing allows organisations to cater to a complex and diverse workforce,” adds McDavid. “The personalised experience not only addresses individual health needs but also fosters better health outcomes across the board, reducing absenteeism and enhancing overall workplace morale.”Steps to strengthen your workforceThe following key takeaways can help you transform your wellbeing strategy and ensure healthier and more engaged employees: Focus on prevention: Take a proactive approach using data and employee feedback to identify your workforce needs. Working with trusted providers can help with this.Empower your workforce: Provide easy access to digital tools to enhance – not replace – relational care.Be clear about the business goals: Identify what you want to achieve and ensure progress towards these outcomes is tracked over time. Find out more about how AXA Health can help your workforce thrive.Catch up on our recent webinar: A new era of personalised employee wellbeing: Is your EAP keeping up?

Build a workforce that performs and stays well

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