The link between workplace culture and employee health

Why workplace wellbeing is no longer optional

In today's fast-paced work environment, the emphasis on productivity often overshadows a critical component of organisational success: employee wellbeing. Recent studies show a concerning trend, workplace culture is having a significant impact on both the mental and physical health of employees, leading to poor performance, burnout and increased turnover.

A 2024 report from Headspace Health revealed that:

• 77% of employees said work stress had negatively affected their physical health
• 75% cited weight gain and 71% said it contributed to the end of personal relationships

These figures go beyond burnout and fatigue. They paint a picture of employees carrying the weight of unhealthy cultures into their bodies, homes and families. Stress is no longer just an occasional workplace pressure, it’s becoming a chronic, cumulative strain that’s harming people far beyond the hours of 9 to 5.

When unmanaged, workplace stress becomes a whole-of-life issue. It affects how people sleep, eat, relate to others and see themselves. This is why culture and wellbeing cannot be treated as separate priorities. Supporting employee health means addressing how work is designed, led and experienced.

Burnout is a culture issue

Burnout is not just a wellbeing concern, it’s a strategic risk to your business. Research from SHRM shows:

• Employees experiencing burnout are nearly 3x more likely to be looking for a new job
• Burnt-out employees are significantly less likely to go above and beyond at work

These are not small signals. When burnout is present, engagement declines, innovation slows and turnover rises. People begin to do the bare minimum just to get through the day, not because they don’t care, but because they have nothing left to give.

For organisations, this creates a ripple effect. The cost of replacing staff grows. Team dynamics weaken. Culture takes a hit. And over time, the organisation loses not just people, but trust, performance and momentum.

Burnout is not an individual failure. It’s a workplace signal. And when leaders pay attention, they can create the conditions where people stay, grow and thrive.

The cost of doing nothing

Poor workplace mental health doesn’t just cost people, it costs money. In high-pressure sectors like law, finance and insurance, the Financial Times reported that mental health-related issues are costing businesses an average of £5,379 per employee per year (2024). These costs stem from a mix of absenteeism, presenteeism, turnover, reduced productivity and the longer-term impact of untreated stress and burnout.

For leaders focused on performance, retention and risk, the message is clear: wellbeing is not a nice-to-have, it’s a business essential. The expectations are changing fast, and younger workers are speaking with their feet. A study by Mental Health UK found that:

🔹 Nearly one-third of employees aged 18–24 had taken time off due to stress
🔹 This compares to just one in ten employees over the age of 55

These numbers show a clear generational shift in workplace expectations. Younger workers are far less willing to accept poor mental health as “just part of the job.” They’re actively seeking workplaces where wellbeing is prioritised, support is visible and leadership takes responsibility for culture.

This isn’t about entitlement, it’s about evolution. The next generation of talent is looking for meaning, balance and care at work. And the organisations that offer it will be the ones that attract and keep the best people.

What leaders can do now

Culture change starts at the top. Leaders set the tone, not just through what they say, but in how they lead. Creating a psychologically safe workplace means building an environment where teams feel supported, heard and genuinely valued.

This goes beyond acknowledging stress or offering surface-level benefits. It requires consistent, visible action:

• Talking openly about mental health - modelling vulnerability, sharing experiences and reducing stigma
• Providing real access to training, coaching and support - not just ticking the box, but equipping people with the tools to thrive
• Reviewing policies and practices - ensuring that wellbeing is embedded into how work is designed, how performance is measured and how feedback is handled

When leaders show they care about wellbeing, and back it up with action, trust grows. And when trust grows, so does performance. Organisations that invest in building safe, inclusive and healthy cultures don’t just retain talent, they unlock it. The benefits are real: improved engagement, better collaboration and a workplace where people are motivated to do their best work.

How Enmasse can help

At Enmasse, we support organisations to take a proactive, evidence-based approach to mental health and wellbeing. Our training and coaching programs help:

• Leaders spot early signs of burnout and take action
• Teams build resilience and open up about mental health
• Organisations move from token gestures to lasting cultural change

We offer digital, blended and in-person options designed to meet your needs, wherever you are on your journey.

Find out more: enmasse2.com/solutions/mental-health-and-wellbeing
enmasse2.com | enquiries@enmasse2.com