Employee Mental Health Tops the Concerns and Priorities of Employers for 5th Year Running
•February 17, 2026
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Why It Matters
Employer focus on mental health reflects growing productivity risks and rising costs associated with anxiety, burnout, and absenteeism. Prioritising effective support can improve workforce resilience and deliver a measurable return on investment.
Key Takeaways
- •59% of employers cite mental health as top concern
- •49% will prioritize mental health support within 12 months
- •Physical and financial wellbeing each concern 49% of employers
- •Holistic programs needed; mental health links to other wellbeing pillars
- •Targeted benefits like neurodiversity, menopause gaining employer interest
Pulse Analysis
The 2026 Everywhen survey confirms a five‑year streak of mental health topping employer worry lists. As cost‑of‑living pressures, relentless performance targets, and hybrid‑work isolation intensify, 59% of organisations now flag employee anxiety as their chief risk. This heightened awareness translates into concrete budgeting: 49% of firms will allocate resources to mental‑health programmes in the coming year, eclipsing traditional health‑screening or fitness initiatives. The data underscores a shift from reactive crisis management toward proactive wellbeing stewardship.
A holistic approach is emerging as the strategic answer. Executives recognize that mental health does not exist in a vacuum; it intertwines with physical health, financial stability, and social connectedness. Effective programmes therefore blend counseling services, financial‑wellness tools, and community‑building activities, while also offering niche support for neurodiversity, menopause, or male‑specific health concerns. By mapping these interdependencies, employers can design benefit bundles that address multiple stressors simultaneously, enhancing employee engagement and reducing turnover.
The business case hinges on demonstrable ROI. Companies investing in evidence‑based mental‑health interventions report lower absenteeism, higher productivity, and stronger employer brand perception. However, the market warns against one‑size‑fits‑all solutions; measurable outcomes require clear metrics, regular employee feedback, and agile adjustments. As the benefits landscape evolves, providers that deliver integrated, data‑driven platforms will likely dominate, helping firms translate wellbeing spending into tangible performance gains.
Employee mental health tops the concerns and priorities of employers for 5th year running
New research from employee benefits experts, Everywhen, reveals today that mental health tops the list of employers’ concerns and priorities for 2026
A significant 59 % of employers are concerned about the mental health of their employees. Reflecting this level of concern, 49 % of employers will be prioritising support for mental health over the next 12 months. With this priority, it is vital that the support put in place is effective.
Mental health concerns
Mental health is an ongoing issue in the workplace, having topped the list of concerns every year since Everywhen began conducting annual research in 2022. The 2026 results show:
Do any of the following concern you in terms of your employees’ health and wellbeing?
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The mental health of our staff, for instance with increased anxiety as a result of pressures such as cost of living, increased targets, covering for colleagues off‑work or not replaced – 59 %
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The physical health of our staff, for instance with the difficulty getting to see GPs and dentists, pressures on the NHS, and delays in being diagnosed and treated for illness – 49 %
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The financial wellbeing of our staff, for instance with financial pressures they face – 49 %
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The social health of our staff, for instance with isolation from hybrid working – 34 %
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None of the above – 13 %
Mental health priorities
In terms of where employers will focus their health and wellbeing support in the coming year, mental health tops the table of priorities by a significant percentage. Indeed, nearly half (49 %) of employers say they will focus on mental health this year. The next priority is financial health, with just 27 % of employers focusing on it.
Debra Clark, head of wellbeing at Everywhen, says: “We carried out comprehensive research to find out employers’ priorities for this year, including asking about a wide range of important issues such as health screening, MSK support and access to virtual GPs. We know that these areas are a concern for employers, so the fact that mental health came so high above these other priorities shows just how significant the concern is at present and for the future.”
In terms of employee health and wellbeing, on what will your organisation be focussing in the coming year?
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Mental health – 49 %
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Financial wellbeing, such as day‑to‑day budgeting – 27 %
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Health screening in general – 26 %
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General fitness – 25 %
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24/7 access to a virtual GP – 19 %
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Preventative support, lifestyle & behaviour changes – 19 %
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Planning for retirement – 18 %
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Caring responsibilities, including children and the elderly – 18 %
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Female issues such as menstruation and menopause – 18 %
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Serious illness such as cancer and heart disease – 17 %
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Ageing well/living well for longer – 15 %
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Dental care – 15 %
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Neurodiversity – 14 %
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Male issues including male‑specific cancers and men’s mental health – 14 %
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Chronic/long‑term illness – 14 %
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Addiction, such as alcohol or gambling – 12 %
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Fertility, pregnancy, baby loss – 11 %
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We won’t focus on any specific need – 10 %
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Weight loss – 7 %
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Musculoskeletal (MSK) – 6 %
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We do not have the budget or resources to focus on specific health and wellbeing needs – 4 %
The building blocks of health and wellbeing
Employers will need to be careful not to let mental health overshadow the other areas where employees are in need of support. It is important to remember the interconnection of mental health with the other pillars of wellbeing – physical, social and financial. Therefore, in order to improve the mental health of employees, employers must consider all areas where employees demand or require support.
Expanding the repertoire
Health and wellbeing support has evolved a great deal in recent years. The support available can now be much more targeted. For instance, it can be targeted by issue, such as neurodiversity, and also by demographic, such as male‑specific cancers, menopause, and fertility. It is important that all of these areas are considered, and some will be more important to some employees. Hence the need for wider benefits programmes that encompass specific and targeted support.
Effective mental health support
With so many employers planning to put time, effort and money into mental health, the support provided has to be effective. There also needs to be a return on investment in terms of the company benefiting as well as the employee. Fresh thinking and new ways of supporting employee mental health will be vital to making the change that has clearly been required for a number of years.
Debra Clark says: “All areas of health and wellbeing have an impact on mental health, and the mental health of those around us can have an impact too. A full and rounded approach to supporting the whole health and wellbeing of all employees is likely to be the most effective option.”
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