Men’s health in the workplace is an important, yet often overlooked aspect of employee wellbeing.Recent national policy and workplace standards have pushed this further into the spotlight, placing more responsibility on employers to offer early support and prevention.
Simple measures still matter, such as flexible working, stronger mental health support and encouraging regular movement. However, expectations have shifted. Organisations are now expected to weave wellbeing into everyday culture and practice, not treat it as an add‑on.
It’s no surprise that staying well while navigating modern work can be difficult. In our Men’s Health Week article, Suzy Bashford spoke to wellbeing experts about the advice they would give male employees. Their insights highlighted the wide range of issues that can cause men to struggle at work.
Why do we need gender specific health support?
There has been a lot of discussion about how women’s health has been historically underserved, with men treated as the default. This has contributed to the gender health gap and women leaving work due to issues like menopause or fertility conditions.
However, this does not mean men have it easy. Men face their own barriers when accessing healthcare.
Since men and women have different health needs, tailored support is often more effective than a one‑size‑fits‑all approach.
England’s first ever Men’s Health Strategy reflects this shift, setting out long-term plans to reduce health inequalities and improve how men engage with health services, including in workplace contexts.
Why is men’s health important for employers?
“Healthier, more productive workers equals healthier, more productive companies.”
Heather Kelly, Aura Wellbeing
For employers, men’s health needs to be part of a wider wellbeing strategy, not an afterthought.
Recent parliamentary research briefings and ONS data highlight persistent risk factors that should concern employers.
Key statistics include:
- One in five men die before 65
- Seventy five percent of premature heart disease deaths are male
- Men are three times more likely to die by suicide
- Men are more likely to use harmful coping mechanisms
- Men engage with health services less often
- Globally, working‑age men are almost three times more likely to die from occupational risks
These issues have a direct impact on workplaces and the way people show up at work. Supporting men’s health can reduce absenteeism, boost productivity and improve job satisfaction, which helps with recruitment and retention.
In our webinar with Peppy Health, ‘From the Boardroom to the Bedroom: Examining the role of businesses in supporting all aspects of men’s health’ an expert panel explored the issues affecting men and the support they want from their workplaces. You can watch the replay here.
Key issues for men’s health at work
To build an effective wellbeing strategy, employers first need to understand the key issues affecting men.
Challenges that disproportionately affect men include:
Physical health issues for men
Evidence shows that men have higher mortality rates and are less likely to seek medical help early, which can worsen preventable conditions.
Some of the most common physical health issues affecting men include:
- Heart disease and cardiovascular health conditions
A leading cause of death for men, often linked to stress and lifestyle factors. - Prostate and testicular cancer
Men have a higher cancer mortality rate, with prostate cancer the most common. Awareness and screening are essential. - Obesity
Sedentary work, long hours and poor diet can contribute to obesity and related health issues.
Men’s mental health
Stigma remains one of the biggest barriers for men seeking mental health support.
Societal expectations around toughness and self‑reliance make many men reluctant to ask for help. National strategy and workplace guidance now recognise this explicitly.
In severe cases, this reluctance can lead to crisis or suicide, which disproportionately affects men.
Early intervention improves outcomes, yet men often wait until symptoms are severe.
As Lee McNamara from DFS explains in our previous article on tackling men’s health:
“The challenge is the way that society’s expectations of being ‘masculine’ often means not asking for help…instead of it sometimes being the best thing to do, it’s potentially seen as a sign of weakness.”
Workplace standards like BS 30480 now offer practical frameworks for responding to mental health crises and suicide risk, shifting organisations towards prevention.
Read more: More men urged to seek early intervention support
The impact of working culture
Workplace culture plays a major role in men’s health. Cultures that reward long hours, constant performance and stoicism can fuel stress and burnout. Toxic or overly competitive workplace environments can exacerbate mental health issues, or even trigger new ones. On the other hand, a supportive work environment that promotes work-life balance and open communication can significantly improve health outcomes.
Author Sam Delaney, who runs the podcast ‘The Reset’, which aims to bring more men to the mental health conversation, says:
“There is this cultural conditioning. When you’ve got kids, you feel a huge amount of pressure to be a good role model, bring the money in, put food on the table… even though the practical reality might be that you and your wife share all responsibilities 50/50. But you still have these old fashioned ideas somehow in your head. Feelings of failure are extremely, extremely common in blokes – that is one of the biggest triggers for people I’ve spoken to on the podcast. The impact that feeling like a failure can have on every other aspect of your mood and your mental health is immense.”
Read more: Top 5 signs to look out for when a man is feeling low
Why is men’s mental health important for employers?
So, why should employers be concerned about the mental health of their male employees?
Well, aside from any moral imperative, the business case for employers to create wellbeing strategies that target men’s mental health is strong. It impacts not only on individual wellbeing, but also impacts on overall organisational performance.
Here are some key factors:
- Reduced absenteeism
- Higher productivity and motivation
- Improved safety and fewer accidents
- Better retention and job satisfaction
Beyond the duty of care, investing in men’s mental health is a strategic move that supports a safer, more productive and more resilient workforce. In supporting employee mental health issues, employers can work towards a healthier, more engaged, and more resilient workforce, benefiting both the individual and the organisation as a whole.
Further risk factors for men
Men also face higher occupational risks, especially in male‑dominated industries like construction and manufacturing. Globally, men are almost three times as likely to die from occupational risk factors than women
According to a 2023 report by the Health and Safety Executive (HSE) in Great Britain, 96% of fatal injuries in the workplace occurred among men. These fatalities included causes such as falling from heights, contact with moving machinery and being struck by moving vehicles.
Alongside these immediate dangers, long‑term occupational hazards can also affect men, including exposure to harmful substances and repetitive strain injuries.
Other issues to consider
Sexual health
A further issue that Ruth Potts, Head of Workplace Wellbeing at BAM UK & Ireland and trustee of the Men’s Health Forum, believes is important to bring to the wellbeing table, is sex and sex-related topics. She says ‘We do a lot on women’s health like the menopause and its possible impact on sex and libido. It’s only right and proper that we address the things that men want to know about. And clearly, sex is one of those things.’
She adds that avoiding conversations about sex can contribute to relationship strain, which can have a knock‑on effect on wellbeing.
Relationship breakdown
Relationship breakdown (or divorce grief) is another factor that can affect men’s wellbeing, with men often more vulnerable to its impact. Research shows that 93 percent of men say divorce or separation affected their ability to work, compared with 74 percent of women. The study also found that more than half of UK employees going through separation felt unsupported by their employer.
Commenting on this, Katherine Rayden, Senior Partner at Rayden Solicitors said: “Employers need to be sensitive to the fact that divorce can affect their staff beyond their personal lives. Providing the appropriate support will put employees in a better position to cope with their divorce. It’s in the best interest of both the business and its people for employers to meet this need.”
Read more:
Men’s health in male-dominated industries
“Looking after employee safety is absolutely crucial for protecting mental wellbeing, especially in the construction industry.”
Kelly Friel, Digital Product Manager at Zoro
In male‑dominated industries such as construction, health becomes an even more significant factor in workplace wellbeing. Construction has an ageing workforce, higher propensity for chronic illness, and men over the age of 40 are more at risk of suicide in the construction industry (source: ONS). Research by Ironmongery Direct has shown that 82% of tradespeople have experienced poor mental health, and 56% experienced work-related stress at least once a month.
Construction is also one of the most dangerous industries in the UK (Health and Safety Executive), which means protecting men’s health and safety must be a core part of any wellbeing strategy in these sectors.
Read more:
Strategies for supporting men’s health in the workplace
So what can employers actually do to actively promote and support men’s health at work? Here are seven practical strategies employers can use to support men’s health at work.
- Enhancing education and awareness
Provide regular workshops or webinars to raise awareness of men’s health issues and signpost available support.
- Creating a supportive culture
“Emotional awareness and openness are not things we are born with, they are skills that need to be learned, practised, cultivated. Men raised in cultures and structures that glorify quiet fortitude, unflinching confidence, and unwavering strength will unsurprisingly be hesitant to speak up about their emotions.’’
Jon Kole, Medical Director and Senior Director of Psychiatry at Headspace Health
Employers can help reduce stigma by creating a culture where conversations about mental and physical health feel normal and judgement free.
One way to achieve this kind of open culture is leading by example and storytelling. Helen Lake, Director of Men’s Health services at Peppy says: “Encouraging leaders within the business to be open about mental health – and any issues they or their family may have experienced – will also help to create an open and honest culture.”
Tex Bourton, Operational training manager at Grundon, and recipient of an ‘Unsung Hero’ commendation at the Make A Difference Awards, reiterates this need for psychological safety in his interview with us about the mental health conversation. When running his sessions he ensures to create a “safe space” for men, making sure to “reassure them that we’ll never pry and there’s no pressure to talk unless they want to.”
Read more: Safe spaces for men: the opportunity for employers to be a force for good
- Physical health support
Offer practical physical health support such as screenings, professional‑led workshops, access to health apps and opportunities for regular movement.
Read more: How can employers use physical health as a portal to good overall wellbeing?
- Supporting men’s mental health
Provide access to mental health resources such as counselling, stress management programmes and peer support networks or mental health champions, while encouraging early intervention.
“When you get groups of men together who are going through a similar problem, they actually really support each other. It’s about creating that platform to enable them to bounce off each other.”
Helen Lake, Peppy
- Substance abuse awareness
Given that, according to research by Mind, men are statistically more likely to use coping mechanisms that could be harmful, such as using drugs or alcohol, companies might consider offering education on substance misuse, along with confidential support for employees who may be struggling.
Read more: The last taboo: Addressing addiction and recovery in workplace wellbeing
- Flexible working
Flexible working can help men achieve a healthier work life balance, reduce stress and improve job satisfaction.
- Enhanced safety training
Provide regular, tailored safety training so employees understand risks and know how to work safely.
Employee engagement
Once wellbeing strategies are in place, engaging employees in them can be a challenge. These approaches can help:
- Incentivise healthy behaviours: Offer rewards for engaging in health screenings, fitness challenges, or mental health sessions.
- Gamify health activities: Run competitions or challenges that make health initiatives fun and engaging for male employees. Ruth Pott, Head of Workplace Wellbeing at BAM, when speaking of their recent physical health initiative ‘Get BAM Moving’ says one of their biggest learnings is the ‘importance of making physical activity events fun.’
- Leadership role modelling: Encourage male leaders to lead by example and actively participate to set a positive precedent for others.
Addressing men’s health as part of the wider wellbeing strategy
Balancing men’s health with wider wellbeing priorities can be challenging, so a holistic and inclusive approach is essential. This could be achieved by:
- Promoting an inclusive culture: Workplace culture and health and wellbeing initiatives should cater to both men and women, as well as other diverse groups, so that all employees feel that they are valued and their needs are considered.
Read more: Leaders’ Club report: How to prioritise effort & investment for an inclusive approach to wellbeing
- Integrating men’s health into the broader wellbeing strategy: Rather than always isolating men’s health, try and integrate it into the broader wellbeing programme.
- Providing equal access: Make sure that there is equal access to health resources and support. This might include making sure that health programmes are available to everyone and that specific issues relevant to different groups, including men, are addressed within these.
- Tailoring programmes to diverse needs: While still promoting inclusive programs, make sure they are flexible enough to address the specific needs of diverse groups. This may include creating targeted sessions or resources as part of broader health support provision. Health concerns can vary widely even within gender groups based on factors like age, race, socioeconomic status, and sexual orientation. Further tailoring might be needed to provide comprehensive support.
Read more:
For employers, investing in men’s health is not only good for individual wellbeing but also strengthens organisational resilience and performance. As national strategies and workplace guidance continue to evolve, adopting proactive, inclusive, and evidence-based approaches will help workplaces become healthier, safer and more supportive for all employees.
