Conversations about workplace inclusion tend to focus on underrepresented groups, but creating a truly equitable environment means also addressing the specific challenges men face – from outdated expectations around masculinity to barriers in accessing family-friendly benefits.
Breaking down paternity leave barriers
Despite legislative progress, many men still feel uncomfortable taking paternity leave. Research consistently shows that fathers who take leave become more engaged parents and report stronger family relationships, yet uptake remains disappointingly low in many organisations, with an overall UK figure of 59% as of September 2025.[1] The issue isn’t just policy – it’s culture.
Forward-thinking employers are normalising paternity leave by asking senior leaders to openly discuss their own experiences, ensuring adequate workload cover arrangements, and offering enhanced paternity pay beyond statutory minimums.
Whether becoming a father for the first time or adding to an existing family, there are inevitable challenges in dealing with changes in family dynamic. When men see their colleagues and managers taking meaningful time off for family, it signals that fatherhood is valued, not merely tolerated. This shift benefits everyone: children bond with both parents, partners share caregiving more equally, and general wellbeing is supported.
A cultural shift aided by employers will help to erode outdated assumptions about gender roles.
Mental health: moving beyond silence
Men are statistically less likely to seek help for mental health concerns, often due to long-held expectations around self-reliance and emotional restraint. In the workplace, this can manifest as presenteeism, declining performance, or sudden absence. The consequences can be severe – suicide remains the leading cause of death for men under 50 in the UK.[2]
Progressive organisations are tackling this through multiple approaches:
- training managers to recognise warning signs
- providing confidential access to counselling services via employee assistance programmes
- providing mental health support through employee benefits (health cash plans, group risk policies and health insurance)
- creating peer support networks
Crucially, they’re also examining workplace cultures that may inadvertently discourage vulnerability. When senior leaders speak candidly about their own mental health journeys, it encourages others to do the same. The message is clear: seeking support isn’t weakness – it’s wisdom.
Financial wellbeing and its ripple effects
Financial stress significantly impacts mental and physical health, yet it’s often overlooked in workplace wellbeing programmes. For many men (particularly those who feel pressure to be primary breadwinners), financial anxiety can be all-consuming – affecting concentration, relationships, wellbeing and overall quality of life.
Smart employers are responding with financial education workshops, access to independent financial advice, and transparent conversations about salary progression. Some may offer access to retail discount platforms, offer emergency loans or salary advance schemes for unexpected expenses.
These interventions reduce the constant background hum of financial worry, allowing employees to focus on their work and lives more fully. When people feel financially secure, they’re more productive, more engaged, and less likely to leave.
Flexible working: not just for parents
The pandemic normalised remote and flexible working for many, but as organisations call employees back to offices, it’s vital that flexibility remains available to all – not just parents or caregivers. Men benefit from flexible arrangements for numerous reasons: pursuing education, managing health conditions, caring for aging parents, or simply achieving a better work-life balance.
Organisations that trust employees to manage their own schedules, focusing on outputs rather than hours logged, tend to see higher satisfaction and retention. This approach challenges the outdated notion that commitment means constant visibility, instead creating space for men to have fuller, more balanced lives.
Building the inclusive workplace
Supporting men effectively isn’t about choosing between different groups, it’s about recognising that inclusive workplaces should involve and benefit everyone.
Entire organisations thrive when flexibility and support is genuinely available to all. This includes forming a culture where men can be present fathers, they can seek mental health support without stigma, and financial stress is addressed.
This International Men’s Day, the question for employers is simple: are you creating an environment where all employees can be mentally present at work, access the support they need, and flourish both professionally and personally? The answer to that question matters, not just for men, but for everyone.
1 Parental leave and pay review: summary of existing evidence – GOV.UK
2 Suicide – the single leading cause of death for men under 50 | London City Hall
Content correct at time of writing.
