With World Mental Health Day approaching, two workplace wellbeing bodies, GRiD and Towergate Health & Protection, urge employers to move from reactive to preventative strategies and to empower employees to take responsibility for their own mental health.

New research from GRiD, the industry body for the group risk sector, reveals that preventative mental health support is seen as the most effective wellbeing measure, with 43% of employers saying it benefits staff more than support for physical, financial or social health. Nearly nine in ten (88%) employers now offer preventative wellbeing initiatives, yet the quality and reach vary widely.

While almost all large corporates (97%) provide preventative support, this drops to 76% for micro-employers. Confidence in managing workplace wellbeing is also uneven, with only 38% of micro-employers offering preventative measures for mental health, compared to 71% of larger firms.

Katharine Moxham, spokesperson for GRiD, said, “Employers who build mental resilience, champion a healthy lifestyle, and support health screening will see lower absence, reduced presenteeism, and fewer claims. When prevention is embedded into company culture, the results can be astounding.”

GRiD’s findings come as the government and NHS place greater emphasis on prevention to tackle long-term sickness and productivity loss. Nearly half of employees (48%) say the lack of preventative health support from government affects them and their colleagues, reinforcing the need for employers to take proactive action.

At the same time, Towergate Health & Protection is urging businesses to empower employees to take greater responsibility for their own mental health, in line with this year’s World Mental Health Day theme: “It’s time to prioritise mental health in the workplace.”

Debra Clark, head of wellbeing at Towergate Health & Protection, said, “Mental health needs to be prioritised in the workplace, but it doesn’t have to be a top-down or dictatorial approach. Employers should give employees the tools and confidence to take responsibility for their own wellbeing.”

Clark highlighted that resilience training, mindfulness apps, and support for healthy lifestyle choices – from smoking cessation and nutrition advice to gym memberships and financial guidance – are powerful ways employers can equip staff to care for themselves.

“Good mental health in the workplace should be a partnership,” Clark added. “If employers provide the right tools, employees can take greater responsibility for their own wellbeing, reducing absenteeism, improving productivity, and creating healthier, happier workplaces.”

Together, both organisations point to a clear shift: prevention and empowerment are becoming central to effective workplace wellbeing strategies. With government policy moving in the same direction, businesses that invest now in proactive, inclusive, and collaborative approaches will be best placed to support their people and their performance in the years ahead.