Bridging the Health Divide: Strategies for Companies to Foster Physical and Emotional Well-being
In a bid to improve employee physical and mental health in the workplace, the Chartered Institute of Personnel and Development (CIPD) has proposed several effective strategies for businesses. These strategies aim to create a holistic approach that focuses on various aspects, including managers' capabilities, job quality, workplace relationships, employee voice, and flexible, well-designed work.
One of the key areas of focus is equipping and supporting line managers. CIPD emphasizes the importance of ensuring managers have the necessary training, information, and time to manage their teams effectively. Managers play a pivotal role in managing workloads, stress, and providing flexibility and support to staff, which positively impacts wellbeing. Currently, only about 60% of managers feel they have adequate training and time for this role, though worker perceptions of supportive and approachable managers on mental health issues are improving [1][2].
Another critical aspect is addressing work design and job quality. The Good Work Index is based on seven measures of job quality, including job design and health and wellbeing. Addressing excessive workloads and pressure is vital as unhealthy work is often associated with high workload and stress, which negatively affects mental and physical health [3].
Positive relationships at work and giving employees a voice can also significantly reduce stress and improve health outcomes. Trust and openness help create a supportive environment [1][2]. CIPD encourages businesses to promote flexibility and work-life balance as well, as flexible working options contribute to better retention and wellbeing [4].
Employers should also look beyond symptoms such as sickness absence and tackle underlying causes like work-related stress and poor job quality, which are linked to economic inactivity and health issues [2]. Leveraging technology thoughtfully can also support employee health, as those employees whose tasks have been automated report improved performance and mental wellbeing [1].
In addition to these strategies, CIPD suggests that physical and mental health first aid training equips managers to confidently support colleagues. This training ensures employees know their managers are educated and equipped to support them with such challenges [5]. A shortfall in services may lead to difficulties approaching health challenges with employers.
In conclusion, CIPD emphasizes a holistic approach focusing on improving managers' capabilities, job quality, workplace relationships, employee voice, and flexible, well-designed work to effectively enhance employee physical and mental health at work [1][2][3][4]. By implementing these strategies, businesses can foster a culture of recognition and engagement, build strong relationships among employees, and ultimately, create a healthier and more productive workforce.
References: [1] CIPD (2025). Good Work Index 2025. Retrieved from https://www.cipd.co.uk/knowledge/fundamentals/people/strategy/index [2] CIPD (2025). Health and well-being at work. Retrieved from https://www.cipd.co.uk/knowledge/fundamentals/people/strategy/index [3] CIPD (2025). Job quality. Retrieved from https://www.cipd.co.uk/knowledge/fundamentals/people/strategy/index [4] CIPD (2025). Flexible working. Retrieved from https://www.cipd.co.uk/knowledge/fundamentals/people/strategy/index [5] CIPD (2025). Mental health at work. Retrieved from https://www.cipd.co.uk/knowledge/fundamentals/people/strategy/index
:Individual managers can benefit from receiving adequate training and support to manage their teams effectively, as they play a crucial role in promoting workplace health and wellness by managing workloads, stress, and offering flexibility and support to employees.
: Incorporating a holistic approach to work design and job quality, with a focus on reducing excessive workloads and pressure, can have significant positive impacts on mental and physical health in the workplace.
