Workplace wellness and the modern man

Why Stress, Connection & Culture Matter

For a long time, men’s relationship with work was measured in hours. How early you arrived, how late you stayed, how much you could juggle. Exhaustion was a shorthand for dedication, and wellbeing was something you dealt with after you clocked off – if at all.

That attitude is changing. In the UK, sickness absence has climbed to 9.4 days per employee per year – the highest in more than fifteen years. Mental ill health is now the top cause of longterm absence . And almost a quarter of employees say their job is harming their mental or physical health .

Men are part of this story, and their experiences deserve a different conversation. This isn’t about corporate strategies or performance metrics. It’s about how work feels, the way it shapes our days and how it sits alongside the rest of life.

A New Chapter In The Story Of Work

The last few years have blurred the lines between the office and home. Hybrid working, constant notifications and precarious contracts mean that switching off is harder . Many men find themselves answering emails from the kitchen table or taking calls while walking the dog. The rise of remote work has also made people feel lonelier; a 2022 study found that more than half of hybrid and remote employees felt lonelier at work than before . The technology that connects us can also make interactions feel less human. For men, who often rely on shared projects and physical camaraderie for connection, that shift can be particularly isolating.

At the same time, work isn’t just a location; it’s a culture. The CIPD’s 2025 Health and Wellbeing at Work report paints a complex picture. Mental ill health and stress are among the top reasons people take time off , yet only around half of staff feel that work positively impacts their mental health . That disconnect matters. When work drains rather than sustains, it’s not just productivity that suffers. It’s confidence, relationships and a sense of who you are.

Men often internalise fatigue as a personal failing rather than a systemic issue. Recognising that work practices, not personal resilience, may be the problem is a quiet revolution.

Stress Doesn't Clock Off At Five

Stress rarely arrives with a fanfare. It builds slowly. Maybe your jaw feels tight during meetings. Perhaps you wake up already tired. You might find yourself snapping at your partner or friends over small things. For many men, these physical and emotional signals are easier to ignore than to address.

Yet the data shows they’re widespread. The CIPD’s employee survey found that a significant minority of workers regularly feel exhausted or under excessive pressure . Some feel lonely at work, even when surrounded by colleagues. Stress can also be invisible. It’s not just about feeling overwhelmed; it’s about carrying the weight of expectations.

Men may feel they must be providers, protectors, performers. Admitting they are struggling can feel like failing at those roles. Historically, men have been encouraged to push through, to shrug off fatigue. But ignoring stress doesn’t make it disappear. Instead, it can spill over into your health, your family and your sense of self.

The World Economic Forum notes that employee wellbeing is deteriorating despite rising investment in wellness programmes. Over a third of workers worldwide are at risk of mental health issues, and 65 % already report suffering from burnout . Those numbers tell a story: stress is not a personal flaw but a widespread challenge. Recognising stress in yourself and others is an act of care, not weakness. It allows for interventions before things break down.

Caring About Wellbeing Is No Longer Optional

Wellbeing in the workplace used to be an afterthought. A fruit bowl here, a mindfulness session there. These days, it’s fundamental. The CIPD survey highlights that organisations with wellbeing strategies see better health, engagement and reduced absence . It’s not hard to see why. When people feel supported, they have more energy to invest in their work and their lives.

Yet there’s a gap between awareness and experience. The Good Work Index 2025 reveals that around one in four employees feel work negatively affects their health . That equates to around 8.5 million people across the UK. Men often stay silent until they reach breaking point. When they do speak up, they may worry about being labelled as uncommitted. Creating cultures where men can say “I’m not coping” without fear of judgement is essential. Wellbeing is also more than a perk.

It’s not just lunchtime yoga or a meditation app. It’s whether your workload is reasonable. Whether your manager listens when you say you’re struggling. Whether you can take a break without guilt. It’s about having the energy and support to show up as yourself, not just as a performer. It’s about viewing rest and recovery as part of doing your job well. As one senior leader quoted in the WEF report put it, “We’ve realised that if you’re not taking care of your people, nothing else you do will matter.”

That perspective is slowly taking hold.

Breaking The Silence

Talking about mental health and stress has long been harder for men. Cultural scripts around masculinity encourage stoicism and self-sufficiency. But silence can be harmful. When the CIPD asked employees how they feel at work, most reported enthusiasm and immersion, but a significant minority said they felt exhausted, pressured or miserable .

A quarter felt that work negatively affected both their mental and physical health . Behind those numbers are stories of men driving themselves without pause, afraid to let anyone know they need help. Changing that script requires role models and normalisation. When senior men speak openly about therapy, burnout or their need for boundaries, it gives others permission to do the same.

Campaigns like Movember and initiatives like Mental Health First Aid have helped put men’s wellbeing on the agenda. But the real change happens in everyday conversations: a manager asking “How are you, really?” and listening to the answer; a colleague encouraging another to take time off; a leader taking annual leave and actually switching off. These seemingly small acts chip away at the silence and show that vulnerability is a strength.

Culture & Connection

Work isn’t just tasks and deadlines; it’s relationships. The Global Wellness Institute notes that technology-driven changes have heightened feelings of loneliness . The quality of our connections matters as much as their quantity . A workplace can foster belonging or isolation. In the Good Work Index, poor relationships with managers and colleagues were cited as a major factor in why employees felt their health was harmed by work . Men often form
friendships through shared tasks rather than explicit conversations. Remote work can erode those subtle bonds.

Building healthier workplaces starts with small, human gestures. Regular check-ins. Recognising someone’s effort. Sharing lunch rather than eating at your desk. Encouraging colleagues to leave on time. These actions signal that people matter beyond their output. Leaders play a role, but so do peers. Sitting down for a coffee, asking a colleague how their weekend was, or suggesting a walk instead of yet another video call can make a difference.

Research from Harvard and MIT’s Work Design for Health initiative has shown that meaningful social connections at work can improve both well-being and performance . It’s not about creating forced fun; it’s about making space for real, human connection.

Bringing Your Whole Self To Work

So, what does taking care of yourself at work look like? It’s less about corporate programmes and more about personal boundaries and choices. Turn off notifications after a certain hour. Take short breaks away from your screen. Share when you’re feeling under pressure, even if it feels awkward at first. Use any employee assistance services your company offers; they’re there to support you. If your workplace doesn’t have formal support, look to friends, partners or community resources like Mind or the NHS’s Every Mind Matters hub . You deserve support as much as anyone else.

Men sometimes resist accessing support because they fear it signals weakness. Yet taking care of yourself at work can make you more effective, not less. Boundaries protect your capacity to focus. Breaks enhance creativity and decisionmaking. Talking about your workload helps your manager allocate resources. And if you’re in a leadership role, modelling these behaviours gives your team permission to do the same.

Managers have a responsibility too. The NHS Employers’ guidance emphasises that leaders should normalise conversations about mental health and have the skills to support their teams. That means noticing changes in someone’s mood, asking compassionate questions and directing them to resources when needed. It also means setting the tone: taking their own breaks, showing vulnerability and pushing back against unrealistic workloads. Managers who are open about their own challenges can be powerful allies; those who reward overwork undermine wellbeing even if they speak about it positively.

The Rising Tide Of Interest

Workplace wellness isn’t just a buzzword. More employers are investing in wellbeing: 57 % have standalone strategies , up from 44 % in 2020 . Globally, investment in wellbeing programmes has risen sharply since 2020 . Mental health has become a top health concern across 31 countries . These aren’t trends; they’re signals that the world of work is recognising its impact on people’s lives.

Regulators are paying attention too. International standards like ISO 45003 focus on psychological health and safety at work . This isn’t about compliance for its own sake; it’s about ensuring that workplaces don’t harm. In the UK, the conversation has broadened beyond HR departments. Boards and investors increasingly see employee wellbeing as a risk and an opportunity. As one WEF commentator notes, “Treating wellbeing as a crossfunctional business imperative fosters growth and sustainability” . But for men on the ground, the change will be felt when policies translate into everyday experiences – when a manager agrees to a realistic deadline, when a colleague offers support, when you feel that looking after yourself is part of doing your job well.

Reimagining Work As Part Of Living

Work is a significant part of life, but it isn’t the whole of it. The idea that men should sacrifice wellbeing for work is being quietly rewritten. A healthy workplace supports rest, connection and growth. It recognises that men can be ambitious and balanced. It values presence and energy over sheer hours.

As you reflect on your own experience, consider what small shifts would make work feel healthier. Maybe it’s suggesting a catchup over coffee instead of another video call. Perhaps it’s talking to your manager about a workload that has crept up. Or perhaps it’s acknowledging to yourself that feeling tired all the time isn’t normal. None of these actions will change workplace culture overnight. But each one moves the needle toward a healthier
way of working. When more men take those steps, workplaces respond. Norms shift. Expectations change. Selfcare becomes part of professionalism.

Gentlemend is here to make that journey feel less daunting. Whether you’re looking for ideas on managing stress, exploring restorative treatments, or just wanting to read stories that resonate with your experience, this platform is designed for you. Wellness at work isn’t a luxury. It’s part of living well.