During the 2020 pandemic which seems like a lifetime ago, mental health emerged as a crucial topic. Employers found themselves stepping up to look after their employees’ well-being, becoming more involved in their personal lives. Workplaces became spaces for greater openness, with employees sharing glimpses of their lives during Zoom and Teams calls, whether it was kids making an appearance or pets lounging in the background. This is a moment that captured a collective spirit: We’re all in this together.

Five years on, it is still important to maintain that sense of community in the workplace. We spend a significant amount of time at work with our colleagues. For those who live alone or face difficult home situations, the sense of belonging at work is more vital than ever. A strong sense of community can have a profound impact on employees’ mental health.

Employers have a duty of care to support their employees’ well-being. Mental health is just as important as physical health, and it’s crucial to recognize that mental illness can, in some instances, be classified as a disability under the Equality Act 2010. This means employees could potentially raise a grievance or even claim constructive unfair dismissal if they believe that their employer failed to provide the support they needed. Notably, the remedies for a successful claim in such cases are uncapped.

Community being the theme for Mental Health Awareness Week 2025, employers can create an environment where employees feel valued, supported, and connected. Implementing these strategies not only enhances employee well-being but also leads to improved performance, lower absenteeism, and a more positive workplace culture.

Employers can foster a sense of community by creating a culture of support. When employees feel a sense of belonging, they experience less stress, higher job satisfaction, and overall better mental health, which translates into fewer sick days, increased productivity, and stronger company performance.

1. Community-Building Activities
Team-Away Days: Organise activities that improve collaboration and bonding – these can be trips away from the office – escape rooms and cooking classes tend to be popular choices.
Volunteer Opportunities: Partner with local charities and encourage employees to volunteer together, fostering a sense of purpose and connection. For example, at Menzies, we host Make a Difference Week, where staff take part in volunteering activities with local charities.

2. Mental Health Education
Guest Speakers: Invite mental health professionals to speak on the importance of community support for mental health.
Workshops and Webinars: Offer educational sessions on topics such as stress management, mindfulness, and maintaining good relationships at work.
Mental Health First aiders: Introduce training for Mental health first aiders who employees can reach out to for support.

3. Community Engagement
Local Events: Host or participate in events that promote mental health awareness, such as charity runs, wellness fairs, or community health initiatives.
Internal channels: Encourage employees to share their useful sources of information, and if possible, their own personal stories to champion the cause. This will help to build a sense of solidarity.

4. Safe Spaces
Quiet Rooms: Create designated areas where employees can take a break and recharge.
Open-Door Policy: Foster an open-door culture where employees feel comfortable discussing their mental health concerns with their manager or the Mental health first aiders.

5. Resource Sharing
Mental Health Resources: Provide access to resources such as an Employee Assistance Provider (EAP) and external sources such as the NHS and Mental Health England.

You will no doubt have heard about the new administration’s stance on DEI. Some large multinationals have decided to scale back on DEI initiatives whereas some have reaffirmed their commitment to this. In the UK we have laws to protect people from discrimination in the workplace, but it has always been good practice to maintain equity in the workplace. In the UK we don’t envisage this changing, and we would urge businesses to continue the good work.

We would like to remind you about our Webinar on the Prevention of Sexual Harassment which took place in early December. The Prevention of Sexual harassment in the workplace guidance came into effect in October 2024. We received positive feedback and many of our clients have reached out to find out how we can support them. Please be sure to reach out if you require any additional support.

We previously discussed the changes and reforms proposed by government in the Employment Rights Bill. At the end of last year, the Government sought feedback on various aspects of the Bill, and the Government will shortly be setting out the first round of amendments. There are various stages in the legislative process so it’s expected that many of the reforms, when they become law, will not take into effect until 2026. We will continue to keep you posted.

It is now confirmed that the Neonatal Leave and Pay Act (NCL) will come into force from 6 April 2025, providing parents with a right to up to 12 weeks’ leave and pay when their baby requires neonatal care.

Many employers are now using AI tools to improve the efficiency of hiring new staff, which includes sourcing candidates, summarising CVs and assessing applicants’ competencies and skills. These tools are said to bring new risks in the hiring process if not used lawfully. AI tools may inadvertently give rise to discrimination, excluding certain individuals due to ingrained biases or might even compromise their privacy.

Top predictions for 2025 include the focus on Employee engagement. Research always shows that companies with high engagement levels have more high performers, and this results in hih productivity, whereby people are happy and willing to work hard to support the business.