• Introducing the Healthy Working Lifecycle from the Keeping Britian
• Working Review: the five-stage framework, prevention, early intervention, staying in work, rehabilitation, and return to work ·
• Working towards a certified national standard by 2029
• Keep Britain Working Vanguard Programme: insights from pioneering employers and pilot strategies to define workplace health best practices
• Collaboration and Innovation: how employers, providers, regions, and stakeholders are working together to experiment, learn, and prove what works in transforming workplace health and inclusion ·
• The Roadmap to National Standard: creating a unified, evidence-based benchmark for workplace mental health across the UK

Legal expectations on employers around mental health are evolving rapidly, with growing scrutiny on how organisations manage mental health conditions, sickness absence and workplace adjustments.

• Understanding when poor mental health may be considered a disability, including the legal test of a long-term (12+ months) “substantial adverse effect” on day-to-day activities
• The legal duties employers must meet, including the requirement to consider and implement reasonable adjustments where appropriate
• Understanding the impact of the Employment Rights Act, including developments in flexible working and changes to tribunal processes and Employment Appeal Tribunal (EAT) rules
• Practical guidance on managing mental health issues in the workplace and responding to employee requests for support and adjustments

Ask your questions to a legal expert and understand what your role is as an employer.

• Are current employer policies and initiatives improving psychological safety and wellbeing in practice?
• Understanding the challenges of supporting multi-generational workforces including Gen Z and male employees
• Practical steps organisations can take to support employees and address pressure at a team and organisational level
• The role of psychological safety in enabling employees to speak up, collaborate and access support
• How cross-functional working and supportive leadership can reduce isolation and unsustainable workloads

Meet your colleagues and make new connections

• What research shows about the influence of line managers on employee wellbeing and engagement
• Why do many mental health training programmes fail to translate into changes in management practice?
• The practical skills managers need to recognise concerns, respond appropriately and support staff
• How organisations can support managers to handle sensitive conversations and signpost employees to appropriate support
• Managing a return to work, including practical steps such as adjusted duties, phased returns or temporarily reduced hours to support employees returning after mental health absence

• Understanding rising anxiety and mental health challenges among young people entering the workforce
• The experiences and expectations of Gen Z at work and the implications for employers
• Supporting young employees transitioning from education into employment, apprenticeships and early careers
• Creating psychologically safe workplaces where young employees feel confident to speak up and seek support
• The role of managers in supporting early-career wellbeing, development and retention

• Reviewing the latest workplace health statistics on absence linked to stress, depression and anxiety, and the impact on businesses
• Identifying why certain sectors, including health and social care and education, experience particularly high levels of mental health-related absence
• Key features of a healthy workplace culture that promote wellbeing and resilience
• Understanding the rising stress levels among younger workers and the implications for workforce management
• How to embed prevention into everyday management practices to create long-term positive impact

• Common workplace adjustments, including flexible working, workload changes and management support
• Balancing operational requirements with employer responsibilities
• The importance of early conversations, clear processes and documentation
• Practical lessons from implementing reasonable adjustments successfully in the workplace

• The relationship between belonging, engagement and mental health outcomes
• Addressing stigma around mental health across diverse workforces
• Practical initiatives organisations are using to align inclusion and workplace mental health strategies
• How ethnicity, gender, LGBTQ+ identity, disability and neurodivergence shape mental health experiences and outcomes in the workplace
• The role of social mobility and structural barriers in influencing wellbeing, access to support, and early intervention

• How AI, digital monitoring and always-on communication can drive stress, burnout and anxiety
• Understanding the benefits of technology: supporting mental health through early detection, predictive insights and digital wellbeing platforms
• The role of AI-powered tools, digital coaching and modern Employee Assistance Programmes (EAPs) in improving access and outcomes
• Opportunities and risks for younger employees navigating tech-heavy workplaces
• Leadership approaches to using AI and technology responsibly to enhance wellbeing while managing potential pressure

• Identifying early warning signs: spikes in stress-related absence, burnout indicators, and team-level pressure points
• Using absence and workforce data to detect trends and hotspots
• Rapid interventions: workload adjustments, manager conversations, occupational health referrals, and temporary flexibility
• Defining clear roles for line managers, HR and occupational health in timely, consistent responses
• How early action can shorten absence, support recovery, and prevent wider team disruption

• Which mental health initiatives are genuinely effective and where organisations often miss the mark
• A step-by-step approach to reviewing existing mental health interventions
• Embedding mental health into everyday management rather than relying on standalone initiatives
• Practical ways to scale support across the organisation, including for employees with long-term health conditions, neurodivergence or Gen Z
• Lessons from organisations that have delivered measurable, sustainable impact