The recent Employment Rights Bill 2024 promises to be the most transformative update to workers’ rights in a generation. Its focus on empowering employees, protecting vulnerable workers, and modernising workplace practices has been widely welcomed. However, as we celebrate these new rights, it is essential to ask: Are the provisions related to stress, mental health, and overall wellbeing truly enough to meet the needs of today’s workforce?
At Feel Good Works, we have a front-row seat to the daily realities that employees and employers face. Workplace stress is rising, and while the Employment Rights Bill addresses certain elements of flexibility and autonomy, there is always room to improve the support systems that safeguard mental health. Let’s take a deeper look at what the bill offers in this regard—and more importantly, what still needs to be done.
What the Bill Gets Right
1. Statutory Sick Pay from Day One
One of the standout changes is the removal of the waiting period for statutory sick pay, meaning employees are entitled to this support from the first day of illness. This is a clear win, especially for mental health. Many employees suffering from stress, anxiety, or depression often feel forced to work through their struggles because they cannot afford to take unpaid time off. Making sick pay available immediately alleviates this pressure, encouraging employees to prioritise their health without fearing financial instability.
2. Flexible Working as the Default
Flexible working has long been recognised as a powerful tool in managing stress and improving mental wellbeing. The new law makes flexible working the default from day one of employment unless an employer can demonstrate it is unreasonable. This flexibility can dramatically reduce stress by allowing workers to manage their work-life balance, adapt to family responsibilities, or accommodate mental health needs.
At Feel Good Works, we see how effective flexible arrangements can be in preventing burnout and promoting long-term mental health. (Relocate Magazine, GOV.UK)
3. Right to Disconnect
Though not fully implemented, there is talk of a “Right to Disconnect,” which would prevent employees from being contacted outside of working hours unless in exceptional circumstances. This concept is crucial for reducing the always-on work culture that contributes heavily to burnout. While it’s disappointing that this was not included in the final bill, the conversation is happening. If adopted in the future, it could offer employees the much-needed ability to separate work from personal life, enabling them to recharge. (GOV.UK, HRPolicy)
Where the Bill Falls Short
1. Limited Proactive Mental Health Support
While the bill includes provisions that indirectly benefit mental health—such as flexible working and statutory sick pay—it does not go far enough in addressing mental health proactively. There is a stark absence of explicit policies to require mental health support, workplace mental health training, or stress risk assessments. As a wellbeing consultancy, we know that mental health needs to be embedded in the organisational structure, not simply left as an afterthought. Provisions that mandate regular stress/wellbeing audits or mental health peer-to-peer support networks could be game-changers in truly shifting the workplace culture around mental health. (Relocate Magazine, JD Supra)
2. Managing Workplace Stress Beyond Flexibility
Flexibility is a powerful tool, but it isn’t the entire solution to workplace stress. Chronic work-related stress can result from high workloads, poor management practices, and a lack of job security. The bill addresses these issues to some extent—banning exploitative zero-hours contracts and limiting “fire and rehire” practices—but more could be done. A statutory duty on employers to assess and mitigate stress risks could go a long way in preventing stress-related illnesses. (JD Supra, HRPolicy)
3. Addressing Mental Health Stigma
One of the persistent challenges we face is the stigma around mental health in the workplace. While the bill makes strides in protecting physical health through statutory sick pay and flexible working, it does little to directly tackle the stigma around mental health conditions. Clearer protections for mental health-related absences and the establishment of support frameworks, such as mandatory mental health policies or wellbeing committees, would help change the narrative.
Can We Do More?
As businesses look to implement the new rights, there is an opportunity for leaders to go beyond the minimum requirements. At Feel Good Works, we encourage organisations to adopt a more holistic approach to wellbeing—one that integrates mental health into the very fabric of their culture. This includes not just flexible working and sick pay, but also active measures to reduce workplace stress, regular wellbeing check-ins, and comprehensive support for mental health.
We believe that employers can achieve true transformation with empathetic leadership, implementing mental health training, and creating supportive environments where employees feel safe discussing their mental health concerns. This not only benefits individuals but enhances productivity, reduces absenteeism, and improves employee retention—a win for everyone!
A Call to Action
The Employment Rights Bill is a crucial step in the right direction, but it’s only the beginning. For businesses serious about supporting their teams, now is the time to engage in the conversation about how to truly support mental health and wellbeing. At Feel Good Works, we are ready to help you navigate this new landscape, with tailored solutions that go beyond compliance to create genuinely thriving workplaces.
Let’s not just settle for legal minimums—let’s set a new standard for mental health and wellbeing at work. It’s about time, isn’t it?
Would you like to explore how Feel Good Works can help your organisation not only comply with these new rights but thrive beyond them? Get in touch for a conversation.
