Nearly a third (31 percent) of employers expect employee demand for mental health support to increase this year, research has found.
A survey of 500 UK HR decision makers showed that mental health support is forecast to be the top workforce demand in 2025, with financial wellbeing (19 percent) and general fitness (18 percent) the second and third most in demand. Notably, 17 percent of employers expect a greater focus on male mental health this year, while 14 percent predict increased demand for line manager mental wellbeing support.
The research, conducted by Opinium on behalf of Towergate Employee Benefits, highlights the ever growing recognition of the importance of mental health support.
Employers expect demand for caring responsibilities to rise in 2025 (16 percent), more demand for retirement planning support (14 percent), and an increase in requests for line manager mental wellbeing benefits (14 percent). Additionally, 13 percent of employers predict increased demand for dental care, general health screening, 24/7 virtual GP access, and menopause support.
By combining the findings for general mental health, male mental health, and line manager wellbeing, a striking 62 percent of employers expect an increased demand for mental health support. Furthermore, many of the other high-ranking concerns — including financial wellbeing, caring responsibilities, and health screening — are closely tied to mental health outcomes.
This data signals a clear message to employers: addressing mental health and overall wellbeing is no longer optional but essential for maintaining a productive and engaged workforce in 2025, the provider said. Employers who proactively invest in comprehensive support systems will be better prepared to meet rising employee expectations and boost workplace satisfaction.
Debra Clark, head of wellbeing at Towergate Employee Benefits, said: “The good news is that there are a growing number of ways in which employers are able to support the mental health needs of employees, from providing access to an employee assistance programmes (EAPs) to inpatient psychiatric care. This greater provision has corresponded with increased awareness of the support available and an increased propensity to access it. All of this is hugely positive for the employee, but it does create growing expectations for the employer to provide ever-expanding support.”
The provider highlighted the challenges employers face around niche and diverse needs. It said that as some areas where employees want support can be very specific, such as neurodiversity and fertility for example, it is important that health and wellbeing programmes are adaptable and can be tailored.
Clark said: “Support is becoming not only more diverse but also more specific. For instance, rather than just ‘mental health’, support can be tailored for each gender, or by age-group, and will often include a more holistic approach that looks at lifestyle, nutrition and building resilience too.
“Employees are being pulled in so many different directions, with a need to keep themselves, older relatives and younger dependents healthy and happy. Increasingly, people are now turning to their employer for assistance. Employers cannot and should not be expected to be experts in all these areas. They therefore need support and guidance, just as much as their employees do.”
