Mental Health • Menopause • Neurodiversity • Workplace Wellbeing
Training and support for organisations across the UK.
Your people are your greatest asset
Poor mental health, unsupported wellbeing and menopause-related challenges have a significant impact on UK workplaces every year. From absence and reduced productivity to staff retention and workplace culture, the impact reaches far beyond the individual.
The statistics speak for themselves.
Mental Health & Wellbeing
£51 Billion
Poor mental health is estimated to cost UK employers £51 billion a year, through presenteeism, absenteeism and staff turnover.
52%
Stress, depression or anxiety accounted for 52% of all self-reported work-related ill health in Great Britain in 2024/25.
964,000 Workers
An estimated 964,000 workers experienced work-related stress, depression or anxiety in Great Britain in 2024/25.
Nearly £4.70 Return
For every £1 invested in supporting employee mental health and wellbeing, employers receive an average return of £4.70 through improved productivity.
Menopause & Work
67%
Two-thirds of working women aged 40–60 who had experienced menopause symptoms said those symptoms had a mostly negative effect on them at work.
53%
More than half could recall a time when they were unable to go into work because of menopause symptoms.
1 in 6
Around 17% had considered leaving work because of a lack of support relating to their menopause symptoms; a further 6% had actually left work.
Only 24%
Only around a quarter said their organisation had a menopause policy or other menopause support measures in place.
Suicide Awareness — England & Wales
6,190 Suicides Registered
There were 6,190 suicides registered in England and Wales in 2024, equivalent to an age-standardised rate of 11.4 deaths per 100,000 people.
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Men Remain at Greatest Risk
In England and Wales in 2024, the suicide rate among men was 17.6 per 100,000, compared with 5.7 per 100,000 for women — just over three times higher. Men aged 50–54 had the highest male age-specific rate, at 27.5 per 100,000.
Neurodiversity at Work
Up to 1 in 5 People
Around 15–20% of people are estimated to be neurodivergent, meaning neurodiversity is likely to be present in almost every workplace.
Yet only 37% of neurodivergent employees surveyed felt their organisation provided meaningful support, while 31% had not disclosed their neurodivergence to their manager or HR.
Creating a neuroinclusive workplace starts with understanding that different people may think, communicate and work differently.
Sources: Deloitte, Health and Safety Executive (HSE), CIPD, Acas, Office for National Statistics (ONS). Figures reflect the latest available published data at the time of review. September 2026
The Numbers Tell a Story.
What Happens Next Matters More.
Behind every statistic is a person — and behind every person is a workplace that has the opportunity to make a difference.
Understanding the challenges facing employees is only the starting point. Creating healthier workplaces means giving managers the confidence to have better conversations, providing employees with appropriate support and building a culture where wellbeing is part of everyday working life.
The business case is clear. The human case is even stronger.