Daily stress is becoming normalised at work, and surface-level wellbeing initiatives are not shifting the needle. Touchdown PR share different experienced voices that argue for proactive support: equip frontline managers, reduce admin friction, redesign workloads and build psychological safety. It also explores where technology can genuinely help without replacing culture.
As we move further into 2026, leaders across every sector are continuing to navigate a period defined by rapid technological change and economic uncertainty. From the widespread integration of AI tools to ongoing cost pressures and restructuring, today’s workplace expectations are increasingly under the microscope.
Mental health is no longer just an HR issue, it’s a business-critical priority
While these shifts bring opportunity, they are also driving increased stress, anxiety, and burnout. In fact, a recent survey found that nearly half of UK employees report daily stress. Mental health is no longer just an HR issue, it’s a business-critical priority. Employers must move beyond surface-level initiatives and implement proactive strategies that address today’s real employee challenges.
Supported staff need supported leaders
Sometimes it’s easy for those in charge of organisations to implement support strategies for their bottom line employees, and forget about those managers and leaders in between. This is not sustainable for true employee mental health support. As recognised by Mark Williams, Managing Director EMEA at WorkJam: “For frontline managers, there is a constant balancing act between everyday operations and supporting their teams. In high-pressure environments, that responsibility can quickly lead to burnout, negatively impacting their wellbeing as well as their ability to effectively lead and support others.”
Williams continues: “Organisations need to better equip frontline managers to recognise and respond to wellbeing challenges. Creating a culture that removes stigma is an important first step, but it must be backed by action. Frontline operations platforms play an important role in enabling managers and employees alike to access the right information, support and resources in the flow of work.”
“This means that they can show up for their teams, and for themselves”
Mark Williams, Managing Director EMEA at WorkJam
“This reduces the administrative burden on managers by giving frontline employees the tools they need to move through their day efficiently, without constant manager intervention,” he says. “Whether it is signposting support, sharing relevant resources, such as stress management tools that can be accessed anywhere, or simply creating more consistent lines of communication, these tools help managers support their teams whilst managing day-to-day pressures. Crucially, in practice, this means that they can show up for their teams, and for themselves.”
He believes that embedding wellbeing into everyday work is what helps lead to resilient managers, happy and supported workers, and therefore better outcomes for customers. Supporting leaders is something that is also echoed by Mark Molyneux, Field CTO – Northern Europe at Commvault: “Burned-out leaders create burned-out teams. Organisations may think that once they have splashed out on recruitment and onboarding, that is where the expense stops. But, when seasoned security leaders are absent, or leave the organisation completely, institutional knowledge and business context walk out the door with them.”
“Despite these risks, many businesses may still concentrate accountability on one individual,” adds Mark, but he stresses that organisations must understand that resilience doesn’t sit within one job title. He highlights the importance of elevating it to a board-level priority in order to distribute accountability and ensure leaders are supported as key strategic components, rather than isolated guardians. “Only then can they be confident that they are protecting not only their people, but their balance sheet too,” he concludes.
Taking a proactive approach
When it comes to mental health, a reactive approach is not enough. Business leaders must look to provide support proactively in order to make the most impact. “Many businesses still focus on surface-level initiatives rather than getting underneath the drivers of stress,” says Victoria Knight, Chief People Officer at Node4.
From unclear priorities, unsustainable workloads, or lack of capability in leadership, Victoria understands how these can all have a deeper negative impact on employees: “That’s how wellbeing becomes a collection of well-intentioned initiatives that look good externally but don’t materially change the employee experience,” she adds. “The real question businesses should be asking is: are our people feeling the difference day-to-day? If the answer is no, then the approach needs to change. It comes down to outcomes and accountability.”
She continues: “A proactive approach to mental health and wellbeing is crucial. It should be embedded into how you lead, how you structure work, and how you measure success to create an environment where people can thrive, not just offering support when things go wrong. That’s when it starts to make a real difference.” Victoria emphasises that wellbeing is something that needs to be integrated into work – not just layered on top. Ultimately, businesses that will stand out are the ones that move beyond awareness and genuinely redesign how work happens in a sustainable way.
The significance of proactivity is a sentiment also shared by Alex Pusenjak, Global VP People & Culture at Fluent Commerce. “The main focus should be creating a culture where employees feel safe talking about how they feel. Whether this be signposting to online resources, having a qualified Mental Health First Aider, or providing space for employees who would like to share concerns, there are ample approaches that employers can take to support their employee’s mental health.”
Alex explains the importance of running initiatives for employees to get actively involved in, from challenges to get out in nature to taking time for mindfulness, and how these can encourage better mental health for all staff.
Utilising technology
Alongside leadership support and proactive strategies, technology can also be used to improve wellbeing at work. While initially associated more with productivity and efficiency, organisations should also recognise technology’s potential to boost employee wellbeing.
Bruce Martin, CEO of Tax Systems, notes how implementing new technologies can make an impact: “AI can help reduce workloads and remove some of the mundanity that contributes to stress and burnout. By automating repetitive tasks, like data entry, employees are freed up to focus on more strategic work. That shift can have a significant impact on motivation, engagement and overall job satisfaction.”
“We are also beginning to see AI play a more supportive role in day-to-day working life,” he continues. “AI assistants can act as technical sparring partners, helping employees test ideas, brainstorm solutions and work through challenges in a collaborative way. In many cases, these tools provide instant feedback and positive reinforcement, which can help boost confidence and reduce the isolation that people sometimes feel when working independently.” Bruce sees how this is particularly relevant in today’s hybrid and remote working environments, helping to minimise feelings of disconnection and recreate more natural interactions that would be seen within an office environment.
However, he understands that technology alone is not the answer: “Organisations also need to be mindful of how workplace culture, communication and expectations impact employee wellbeing. Businesses need to create environments where people feel comfortable speaking openly about workload challenges, asking for support when needed and setting healthy boundaries.”
When a wide range of thorough, proactive, and up-to-date strategies are implemented across organisations, this is when employees will truly feel supported. Genuine care for employee wellbeing will build a more engaged, motivated, and genuinely thriving workforce.
By Touchdown PR
