Guest blog by Nigel Lloyd, Senior Research Fellow - PHIRST Connect, University of Hertfordshire
Employee health and wellbeing in the UK is far from ideal. Post-pandemic, there has been a rise in the number of working-age people leaving the workforce, with long-term sickness the leading cause.
If we want to tackle this, focusing on the wellbeing of the working-age population is essential. Small and medium-sized enterprises (SMEs) comprise most organisations, therefore where better to concentrate efforts? However, SMEs face unique challenges that can hinder their ability to support employee wellbeing, often being time-poor, resource-constrained or simply not knowing where to start.
Our recent National Institute for Health and Care Research funded study explored the challenges and opportunities for supporting workplace wellbeing in SMEs. We collected data from employers, employees and those working to support wellbeing in SMEs. Our findings suggest that while many SMEs wanted to support staff, significant hurdles were getting in the way – both when it came to providing support, and when it came to employees using that support. Here are some key barriers SMEs face in supporting workplace wellbeing and actionable solutions to address them.
Barrier 1: Low Awareness of Available Support among Employees
Employees may be unaware of the wellbeing support offered by their employer (particularly true for those who aren’t always on-site).
The Solution: Communicate regularly and clearly about what support is available, using multiple channels. Consider posters, team meetings, and one-to-one conversations. Ensure all employees, regardless of location or role, are aware of the support on offer.
Barrier 2: Practical and Logistical Difficulties
Employees may struggle to engage with support due to their work location, role, or difficulty fitting wellbeing activities around working hours. At the same time, SMEs may find it challenging to provide support without disrupting business operations.
The Solution: Be flexible with the delivery of wellbeing initiatives. Offer different formats, times, and locations to maximise accessibility while minimising disruption. Consider integrating wellbeing support into the regular workday rather than viewing it as an additional activity. E.g. think about how the entire work environment—not just specific sessions or programs—can promote wellbeing. Additionally, consider tailored approaches for employees working remotely or off-site.
Barrier 3: Reluctance to Open Up
Employees may be hesitant to share their wellbeing needs, preferring to manage issues independently or fearing confidentiality breaches. Some may even question their employer’s intentions.
The Solution: Foster a culture of trust and openness. Provide confidential avenues for employees to discuss their needs and reassure them that participation will not have negative consequences. Emphasize that wellbeing initiatives are genuinely aimed at supporting staff, not tied to hidden agendas.
Barrier 4: A Reactive Approach to Wellbeing
Employees and employers often view wellbeing support as something to access when an issue arises, rather than a preventative measure; as something you need when there’s a problem, rather than a proactive measure to prevent issues from occurring.
The Solution: Shift to a preventative mindset. Encourage informal, ongoing conversations about wellbeing and conduct regular needs assessments to understand employee needs. Promote the benefits of proactive strategies and implement measures to address potential issues before they escalate.
Barrier 5: Viewing Wellbeing as a Personal Issue
Some employees may believe that wellbeing is a personal matter and not something that it is appropriate to discuss at work.
The Solution: Normalise conversations about wellbeing. Create an environment where conversations about physical and mental health are welcomed and where support is encouraged. Ensure initiatives are relevant to all employees and address diverse needs and perspectives. Educate staff about the mutual benefits of prioritising wellbeing for both them and the organisation.
Barrier 6: Limited Internal Capacity and Expertise
SMEs may have limited internal capacity or expertise to deliver and manage effective workplace wellbeing provision.
The Solution: Partner with external organisations, such as local councils, charities, or occupational health providers, to access additional resources and expertise. Many external services, particularly those offered by local authorities, may be free. Networking with other SMEs can also provide valuable insights and good practice for implementing tailored wellbeing strategies.
SMEs have a key role in supporting the wellbeing of their employees. While these barriers may seem significant, they can be overcome. By addressing challenges with clear, practical steps, SMEs can foster healthier, happier, and more productive workplaces.
Find out more - Read our full journal article here.
If you’re an SME looking for support with workplace wellbeing, your local authority might be a good place to start. The WHISPA website has a list of free local authority workplace health and wellbeing programmes, and other useful resources.
The study was funded by the National Institute for Health and Care Research (NIHR) Public Health Interventions Responsive Studies Team (PHIRST) programme (award id: NIHR131573 and NIHR135508). The funders did not have a role in study design, data collection and analysis, decision to publish, or preparation of the published manuscript or this article. The views expressed are those of the author(s) and not necessarily those of the NIHR or the Department of Health and Social Care.