Most employees surveyed have access to workplace mental health support, but fewer than four in ten would turn to it if they needed help, according to new research commissioned by Kara Connect.
Key takeaways
- Explain confidentiality and access arrangements in clear, practical terms.
- Help managers make asking for support feel normal and safe.
- Measure trust and awareness alongside the availability of wellbeing benefits.
The survey covered 2,010 UK employees working in organisations with at least 500 staff. One in four did not know how to access the support available to them.
The findings point to a challenge beyond providing benefits: employees may know a service exists without feeling comfortable taking the first step.
Trust is a barrier to seeking help
Nearly a third of respondents, 32%, said concerns about their career or job security could deter them from accessing support through their employer. Some 29% felt embarrassed about asking for help, 23% felt their problems were not serious enough and 22% doubted the confidentiality of the service.
Waiting times appeared to be a smaller deterrent in the survey: 15% said a wait of more than a week to see a therapist through their employer would put them off.
This survey shows that availability is not the same as trust.
Vigfúsdóttir said employers should make the first step feel safe through clear confidentiality, a choice of practitioner and managers who normalise asking for help.
Dr Alison Bishop, an educator, researcher and resilience coach, highlighted everyday practical concerns: explaining time away from a desk or returning to colleagues after an emotional conversation. Without clarity on those details, she said, employees may feel unable to use the support offered.
Employees are unclear about what is covered
The research also found gaps between the support employees expect and what they believe their service provides. While 80% expected support for anxiety or depression, 57% said their service covered it. For stress or burnout, the figures were 75% and 49%; for bereavement or loss, 69% and 48%; and for workplace conflict or bullying, 62% and 42%.
These figures reflect employees’ understanding of their benefits, rather than an independent audit of service coverage. They make clear communication an important part of the employer response.
Some 26% said digital access would make them more likely to seek help, while 21% said they would feel comfortable only if they could choose their own therapist. Senior managers were more likely than non-managerial staff to turn to their employer first, at 51% compared with 30%.
From benefits provision to trusted access
For HR leaders, the practical test is whether someone can understand how to access help, what information remains confidential and how time for an appointment will be handled. Reviewing those arrangements with employees can reveal barriers that a benefits list alone will miss.
The survey measures stated willingness to seek support, not actual service usage. Its scope is employees in larger UK organisations, so the results should not be treated as representative of all employers.
Methodology: Research Without Barriers conducted the online survey between 25 August and 2 September 2026 among 2,010 UK employees in companies with 500 or more staff. The research was commissioned by Kara Connect.
Photo: Timur Weber / Pexels. Illustrative image; the people pictured are not survey participants.
