Mental health issues are the leading cause of sickness in the UK, contributing to around 40.1 million lost working days each year, affecting 1.7 million employees and costing the economy £21.6 billion.
HCML notes that rising pressure on the NHS means employers have a growing responsibility to support employee wellbeing, which is shaped by culture, available support, and job design.
HCML highlights five key trends expected to shape workplace wellbeing in 2026, including greater corporate support, increased use of AI and technology, smarter use of employee health data, a focus on prevention and prioritising mental health.
1. AI and tech will be more prevalent
We are going to see more AI and tech being heavily integrated into corporate wellbeing. The key is to ensure we differentiate between digital services such as apps, video call, digital triage, and online treatments, which make treatment more accessible, versus what AI is be used for – for example, more accurate diagnosis, streamlining processes and efficiencies.
Technology will enhance care, not replace the human support that underpins effective wellbeing, freeing up time and resources so professionals can focus on what matters most: human connection and personalised care.
2. More support from corporates
The Keep Britain Working Paper highlighted the increased pressures on the NHS and the need for corporates to help support employees. The use of employer funded health checks, screening programmes and access to diagnostics will increase, identifying issues earlier, preventing conditions from worsening and reducing demand on NHS diagnostic services later down the line.
Effective workplace support must be holistic. The most impactful wellbeing programmes will continue to integrate mental, physical and social care, providing personalised support at the right time, including early intervention, coaching, therapy, rehabilitation and workplace adjustments.
3. Greater emphasis of healthcare data
Corporates are realising the importance of health data to implement EAPs that help those they are intended to. Employee health data is one of the most valuable resources in workplace management. When used effectively, it transforms how organisations approach employee wellbeing, reduce absence costs, and support interventions that deliver measurable returns.
When data is used effectively, the insights can be transformational. Combining different sources of information enables organisations to move beyond a one-size-fits-all approach. In 2026 we expect to see interventions that are tailored to specific demographic needs and organisational challenges.
4. Prevention continues to be the priority
Corporates continue to have a vital role to play in illness prevention by implementing proactive, preventative health measures that identify risks early and support employees before conditions escalate.
We will see more workplace screening, health assessments and access to early diagnostics that can flag issues sooner, while education around lifestyle, mental health and musculoskeletal wellbeing will help employees manage their health more effectively. Preventing illness early improves long-term outcomes for individuals and reduces pressure on wider health services.
5. Mental health support will be a top priority
As mental health-related absence continues to rise, prevention is key. In 2026, organisations must focus on preventing mental health issues arising – this means addressing the cause of stresses through interventions such as psychological risk assessments, clear policies, and supportive workplace cultures.
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.
HCML chief quality officer Marc Holl says: “With intensifying pressure on the NHS and the cost of absence continuing to rise, supporting individuals in the workplace has never been more important. Providing access to the right healthcare requires a focus on prevention and early intervention. 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.
“2026 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.”
