The Green Flags of a Healthy Workplace
How to identify a healthy workplace: Expert from award-winning company weighs in
The number of employees self-reporting high levels of stress, depression and anxiety related to their work fell by nearly 40,000 between 2022 and 2023, indicating that the recent push toward healthier workplaces may be making some headway.
Martin Clapson is the Managing Director of Price Bailey, a top accountancy and business advisory firm that has been named an “Outstanding Company to Work For” for two years running. Here, he shares his insights into the ‘green flags’ you can use to tell whether or not a company is providing a healthy workplace.
Open Communication Channels
In a supportive workplace, managers are approachable and actively encourage open discussions about stress, workload, or any other employee concerns. This culture promotes transparency, making employees feel comfortable sharing their struggles without fear of judgement or negative consequences.
“Open communication allows for employee feedback, making sure their voices are heard, and that management can respond with appropriate support,” says Clapson.
Employee Assistance Programmes (EAPs)
“A key green flag in a healthy work environment is the presence of Employee Assistance Programmes (EAPs),” says Clapson.
These programmes offer employees confidential access to counselling, legal advice, and other support services, often managed by a third-party provider.
“Employees may not always use these services, but knowing they are available provides reassurance that help is accessible when needed,” he adds.
Work-Life Balance
Clapson suggests employers actively promote boundaries between work and personal time, ensuring that employees are not consistently expected to work late, respond to emails outside of hours, or sacrifice personal time for work tasks.
“A healthy work-life balance is particularly important in today’s increasingly online world, where remote work and flexible schedules can blur the lines between personal life and work commitments,” Clapson says.
Regular Well-being Surveys
Another positive sign, according to Clapson, is the implementation of regular well-being surveys, which are designed to measure employees’ levels of stress, satisfaction, and overall health.
“These surveys allow employees to express any concerns anonymously, giving the HR department or management team valuable insights into the collective state of the workforce,” he says. “Companies can use the results to tailor wellness programs and interventions to address specific concerns.”
Flexible Working Policies
Flexible working policies recognise that not every employee thrives under rigid, traditional working hours and that flexibility can significantly reduce stress levels, particularly for those balancing work with family or personal responsibilities.
“Companies with flexible working arrangements show they trust their employees to manage their time effectively while still meeting work objectives, promoting an atmosphere of mutual respect and understanding,” Clapson says.
Supportive Management
Clapson stresses that supportive management is another vital element of a healthy workplace. Managers who are trained to recognise the signs of stress in their team members and take proactive steps to offer assistance create a much more positive work environment.
Instead of ignoring or dismissing signs of burnout, these managers initiate discussions with employees to address their concerns. They also collaborate with staff to create realistic action plans that alleviate stress and improve work conditions.
“Importantly, supportive managers do not overpromise,” says Clapson. “They set realistic expectations and follow through on the agreed steps, building trust and showing genuine care for their team’s well-being.”
Reasonable Workload Expectations
Workplaces where employees are given clear, manageable tasks without being overwhelmed by excessive workloads or unrealistic deadlines are always more healthy.
Clapson says that “setting reasonable expectations allows staff to perform their jobs effectively without the constant pressure of having too much on their plate.”
Physical Health Support
Supporting employees’ physical health can take many forms, such as encouraging them to take regular breaks, offering gym memberships or wellness programs, or organising health-related activities like team walks or mindfulness sessions.
“Promoting physical health helps employees feel better and positively impacts their mental health, as physical and mental wellness are closely linked,” explains Clapson.
Martin Clapson, Managing Director at Price Bailey, commented:
“Spotting red flags in a work environment is vital for identifying when a workplace is unhealthy and potentially harmful to your or other employees’ well-being. One of the most telling signs of an unhealthy work environment is a culture of overwork, where employees are regularly expected to stay late, work through breaks, or consistently exceed their contractual hours. This often leads to burnout and signals that the company prioritises productivity over the health of its employees.
“Another major red flag is poor communication, especially when managers are unapproachable or dismissive of employee concerns. This lack of openness creates an atmosphere where problems are swept under the rug, making it difficult for employees to feel supported or heard.
“Additionally, high turnover rates often point to systemic issues such as inadequate support, unrealistic workload expectations, or even toxic leadership.”