Three in five employees would also refuse a promotion in order to maintain their wellbeing, research from recruitment consultancy Michael Page has highlighted.
A quarter of employees reported being unhappy with the decisions made by their leaders.
Leaders who recognise that business decisions and employee wellbeing complement each other will often see the greatest success, said Lucy Spencer, Michael Page's people and culture director.
She told HR magazine: “Mental wellbeing directly impacts productivity, creativity and retention: critical business metrics. Businesses can't afford a 'clarity chasm'. If employees feel their mental wellbeing is secondary, or if there's ambiguity around policies like flexible working, trust is eroded and so is engagement.
"The strategy for business leaders should be to proactively demonstrate that employee wellbeing is a business priority. This means clear, consistent communication, tangible support systems, and a culture where discussing mental health is destigmatised.”
Read more: Are we sleepwalking into wellbeing washing?
To ensure that employees know their wellbeing is a priority for the business, HR leaders should support a healthy work/life balance from the outset, added Paul Guess, case management officer for occupational health and wellbeing charity caba ( caba (the chartered accountants benevolent association).
Speaking to HR magazine, Guess said: “HR leaders should take a proactive rather than reactive approach. They promote a healthy work/life balance from the outset, to ensure employees feel as though their wellbeing is being prioritised.
“This can be as simple as encouraging simple physical activities throughout the workday, such as short walks or stretching sessions, and offering flexible working hours when appropriate. It’s also vital to regularly check in with employees, to understand whether they need time to recharge, or support in managing their workload.”
Research findings by Michael Page also revealed a disconnect between flexibility and return-to-office mandates. Some 43% of managers believed productivity improves in person, while 46% of employees reported being more productive at home.
Employees cited fewer distractions (93%), better time management (72%), and more autonomy (69%) as reasons they thrive outside of the office.
Almost half (45%) of employees said that having a sense of purpose in their role was their top priority, up from 29% in 2024.
Read more: No evidence mindfulness and wellbeing apps improve employee wellbeing
Business leaders should “talk less and prove more” when showing employees that their wellbeing matters, stated consultant Lucy Kemp.
She told HR magazine: “Employees are tired of hearing that wellbeing 'matters' when the lived experience tells them otherwise. If leadership is sending emails about mental health while piling on unrealistic deadlines and glorifying presenteeism, the message is clear: business comes first, people come second. Leaders need to model the behaviour, not just sign off on an employee assistance programme (EAP).
“Take lunch breaks. Switch off, out of hours. Reward rest as much as results. That’s how trust is built.
“Striking the balance means understanding that employee wellbeing and business performance are not opposites. They’re connected. Short-term hustle at the cost of long-term health will cost your business more than any missed deadline. The strategy is simple, even if the execution isn’t. Set clear expectations. Build in recovery time. Listen to feedback.”
Michael Page polled 2,400 UK employees between 4 and 19 December 2024. Findings were published on 15 May 2025.
