England’s New Men’s Health Strategy

As HR professionals, we know that people are at the heart of organisational success. Yet for years, one significant group within our workforce—men—has often slipped through the cracks when it comes to wellbeing support.

Men make up a large proportion of our teams across every sector, but they are also less likely to seek help, more likely to struggle in silence, and more likely to face serious health challenges. As a result, men are living nearly four years less than women, and suicide tragically remains one of the leading causes of death for men under 50.

With the government unveiling England’s first ever Men’s Health Strategy, HR teams have a timely opportunity to re-examine how we support men and boys within our workplaces, families, and communities.

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Understanding the Challenges Facing Men in the Workplace

Many of the issues highlighted in the strategy directly impact employees and their ability to thrive at work:

1. Mental Health & Suicide Risk

Men are far less likely to speak openly about their mental health. This silence—combined with stress, workload pressures, financial strain, or redundancy—creates a perfect storm.

As HR professionals, we often see:

• Men disengaging rather than seeking support
• Attendance issues masking deeper concerns
• Increased presenteeism
• Struggles with identity during role changes or restructuring

Understanding these dynamics is essential for creating healthier, more supportive workplaces.

2. Health Inequalities

Men are more likely to experience:

• Heart disease
• Cancer
• Harmful coping behaviours (drinking, smoking, gambling)
• Shorter life expectancy

This can lead to increased absence, reduced productivity, and long-term impacts on organisational wellbeing.

3. The Experience of the Most Marginalised Men

Many roles—particularly in sectors like construction, manufacturing, logistics, and security—employ higher numbers of men who may also face:

• Economic instability
• Housing struggles
• Exposure to violence or exploitation
• Lack of positive support networks

These challenges often show up at work through mental health crises, conflict, absenteeism, or burnout.

4. Men as Parents

New fathers and separated fathers often feel sidelined by parental support structures designed primarily for mothers. HR teams frequently see men uncertain about:

• Taking parental leave
• Managing work–life balance
• Expressing emotional pressures

Men benefit enormously from inclusive policies and supportive conversations around fatherhood.

5. Online Harm & Body Image

The rise in online toxicity, pornography, and unrealistic male body expectations is shaping younger employees’ mental health more than ever. HR teams must be prepared to support the next generation entering the workforce.

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What the New Men’s Health Strategy Means for Employers

The government’s plan introduces targeted measures that leaders should pay attention to:

🌟 £3.6 million investment in suicide prevention for middle-aged men

This is an opportunity for employers to:

• Strengthen internal mental health first aid
• Build partnerships with community services
• Promote accessible support channels

🌟 Workplace-focused initiatives

The strategy emphasises meeting men where they are—including at work. This supports HR’s growing role in:

• Designing male-friendly wellbeing programmes
• Normalising help-seeking behaviour
• Training managers to spot early warning signs

🌟 Partnership with the Premier League: Together Against Suicide

This initiative offers:

• Toolkits
• Messaging
• Employee engagement opportunities
• Resources that HR teams can embed into wellbeing campaigns

🌟 Expansion of mental health support in schools

This will shape the future workforce by:

• Reducing stigma earlier
• Supporting boys before issues escalate
• Building resilience in young men entering employment over the next decade

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Why HR Has a Critical Role to Play

Men spend a huge portion of their lives at work. That makes the workplace one of the most powerful spaces for early intervention and support.

HR can drive meaningful change by:

• Creating open cultures where men feel safe to share
• Offering wellbeing support that resonates with men
• Reviewing policies through a gender-inclusive lens
• Training leaders to spot signs of distress
• Encouraging flexible working and parental leave for men
• Promoting male role models who champion wellbeing
• Addressing negative stereotypes that harm men and boys

When organisations support men’s health, the benefits ripple outward—improving team morale, reducing absence, strengthening engagement, and creating safer, more productive workplaces.