With intensifying pressure on the NHS and the cost of absence continuing to rise, providing effective support to individuals in the workplace has never been more important.
Recent statistics show that 40.1 million days are currently lost each year due to employee sickness, affecting over 1.7 million workers. The Keep Britain Working report which came out at the end of last year highlighted the impact this is having on organisations, and the wider UK economy with a cost of around £21.6 billion.
With this in mind, employers have a growing corporate responsibility to help individuals manage their physical and mental health. If we get workplace wellbeing right, employees become healthier and more resilient, organisations retain talent and reduce absence, and society benefits from a stronger workforce.
Providing employees with access to the right healthcare at the right time requires an important focus on prevention and early intervention. As we head into 2026, here are the key workplace wellbeing trends we expect to see from companies looking to provide a greater depth of support to employees:
- Realising the importance of healthcare data
Organisations are increasingly realising the importance of using health data to shape EAPs that genuinely meet employee needs. Employee health data is one of the most powerful tools available to employers. Used well and it can shape how organisations manage wellbeing, reduce sickness related absence and deliver interventions that demonstrate clear value.
Using data means that rather than relying on a one-size-fits-all approach, organisations can develop a deeper understanding of workforce health trends. Looking ahead to 2026, we expect to see a greater use of interventions designed around specific workforce demographics to meet individual organisational challenges.
- Mental health support will be a top priority
With mental health-related absence continuing to rise, prevention remains critical. In 2026, organisations need to place greater emphasis on reducing the risk of mental health issues developing in the first place. This means addressing workplace stressors through initiatives such as psychological risk assessments, clear governance and policies, and creating cultures where mental health can openly be discussed and supported.
- AI and tech will be more prevalent in healthcare provision
AI and technology now plays a key part in corporate wellbeing provision. It will be important to clearly distinguish between digital delivery methods, such as apps, virtual consultations, digital triage and online treatments, which improve access to care, and the role of AI itself in areas such as enhancing diagnostic accuracy, improving efficiency and streamlining processes.
Crucially, technology will be used to complement, not replace, human support. By reducing administrative burden and improving pathways to care, it will enable healthcare professionals to focus on what makes the greatest difference: personalised, human-centred support.
- Greater support from corporates
The Keep Britain Working paper highlighted the increasing pressure on NHS services and the role employers can play in supporting workforce health. As a result, we expect to see increased investment in employer-funded health checks, screening programmes and faster access to diagnostics. These approaches will help identify issues earlier, prevent deterioration and reduce reliance the reliance on NHS services.
The most effective workplace health strategies will continue to take a holistic approach. Integrating mental, physical and social care allows employees to access the right support at the right time. From early intervention and coaching through to therapy, rehabilitation and workplace adjustments.
- Prevention continues to be the priority
Employers can help prevent illness by adopting proactive health measures that identify risk early and support employees before conditions become bigger issues.
This will include expanded workplace screening, health assessments and earlier access to diagnostics, alongside education around lifestyle, mental health and musculoskeletal wellbeing. By focusing on prevention, organisations can improve long-term health outcomes for employees while also helping to ease pressure on wider health services.
This year will bring more innovation to the healthcare sector, led by advances in technology along with a wider availability of data that will enable corporates to make informed decisions, and implement strategies that work to have measurable impact.
Workplace ill-health is not just a medical issue, but one that is heavily shaped by organisational culture, the support available, and how work is structured. Investing in early intervention and education helps create workplaces where employees feel valued, safe, and able to thrive with support systems that stop everyday pressures from escalating into long-term health issues.