Men’s Health Week 2026 runs from 15 to 21 June, providing an important opportunity for employers to open up practical conversations around men’s physical health, mental wellbeing and access to support. This year’s focus from the Men’s Health Forum is around men and pharmacy, looking at how men engage with healthcare advice and how everyday access points can be used more effectively to improve health outcomes. In the workplace, the message is equally important: men should feel able to ask questions, seek help early and access support before health concerns become more serious. For employers, Men’s Health Week is not just a calendar awareness event. It is a timely reminder that wellbeing, absence, fitness for work, mental health and the way work is designed are all connected. At Genesis OHS, we support organisations across the UK with practical occupational health, wellbeing, health and safety, environmental health and training services. Our approach is work-focused, confidential and designed to help both employees and employers make informed decisions.
Why Men’s Health Matters in the Workplace
Many men delay seeking help for physical or mental health concerns. In a workplace setting, this can show up in different ways: repeated absence, reduced performance, fatigue, stress, musculoskeletal discomfort, low mood, reluctance to speak up, or simply “getting on with it” until the issue becomes harder to manage. Men’s Health Week creates a useful opportunity to pause and ask:
- Are employees able to access support early?
- Do managers know how to respond when someone is struggling?
- Are health conversations normalised within the workplace?
- Are the psychosocial risks of work being considered, not just the physical risks?
Workplace wellbeing is not only about encouraging people to drink more water, walk more steps or attend a one-off awareness session. Those things can be helpful, but they sit within a wider picture. True workplace wellbeing also considers the demands of work, the level of control employees have, the support available, workplace relationships, role clarity and how change is communicated and managed. These psychosocial aspects of work can have a direct impact on mental health, stress, attendance, engagement and safety.
Workplace Wellbeing Days: A Practical Way to Start the Conversation
One of the most effective ways to bring Men’s Health Week to life is through an onsite workplace wellbeing day. Genesis OHS can support employers by arranging for an Occupational Health Technician or Occupational Health Nurse to attend site and provide a practical, approachable wellbeing service for employees. This can be tailored to suit the workforce, sector and risk profile of the organisation. A workplace wellbeing day may include support such as:
- Blood pressure checks
- Height, weight and BMI checks
- General health screening
- Lifestyle and wellbeing conversations
- Fitness and activity guidanc
- Diet and general health advice
- Time to Talk sessions
- Signposting to appropriate support
- Occupational health guidance where required
These sessions can help employees take small, positive steps towards better health. They also give employers an opportunity to demonstrate visible commitment to employee wellbeing in a way that feels practical, confidential and accessible. For male employees in particular, a workplace wellbeing day can reduce some of the barriers to asking for help. Instead of having to make a separate appointment or raise a concern formally, employees can access a supportive conversation during the working day.
Beyond Awareness: Occupational Health Support That Helps Employers Act
Awareness campaigns are valuable, but they are most effective when they are linked to practical support. Genesis OHS provides a range of occupational health and wellbeing services that can help employers manage both individual cases and wider workforce trends. This includes:
- Pre-placement screening
- Fitness for work and management referrals
- Short and long-term absence support
- Return-to-work and adjustment advice
- Counselling
- Physiotherapy
- Training and awareness sessions
- Health surveillance programmes
- Safety-critical medicals
- Drug and alcohol testing
- Training and awareness sessions
This means employers can move from simply recognising an issue to taking appropriate action. For example, if an employee is struggling with stress, fatigue or anxiety, a management referral may help clarify fitness for work, identify suitable adjustments and support a safe and sustainable return to work. If musculoskeletal discomfort is affecting attendance or performance, physiotherapy support may help address the issue early. If a team is facing pressure, conflict or change, training and psychosocial risk conversations can help managers understand where support or workplace controls may be needed.
Mental Health Training: Building Confidence Across the Workforce
Managers and employees are often willing to help but may not always know what to say, what to look for or where the boundaries are. Genesis OHS provides workplace mental health and wellbeing training designed to improve awareness, reduce stigma and give delegates the confidence to respond appropriately. Our Mental Health & Wellbeing Training is a 3-hour course for up to 12 delegates. It aims to help remove stigma and fear around mental health issues, supporting delegates to understand different mental health issues, identify people experiencing distress, assist and signpost appropriately, and promote good mental health. We also provide Mental Health Self Care Training, a half-day course that supports delegates to understand self-care, resilience, positive thinking, mindfulness, self-awareness and practical approaches to maintaining wellbeing. These sessions are particularly valuable when combined with wider occupational health support, wellbeing days or internal wellbeing campaigns.
The Psychosocial Side of Work
A strong wellbeing strategy does not place all responsibility on the individual. It also considers how work itself can affect health. Psychosocial risks can include excessive demands, lack of control, poor communication, unclear roles, workplace conflict, limited support or poorly managed change. These factors can influence stress, mental health, relationships, productivity and absence. For employers, this means the question should not only be, “How do we help employees cope better?”
It should also be, “Is there anything about the work, culture or management approach that is contributing to the problem?” This is where an integrated approach to occupational health, health and safety, training and wellbeing can be especially valuable. By considering both individual support and workplace risk factors, employers can make better decisions and build healthier, more resilient teams.
Men’s Health Week is a valuable starting point, but the real impact comes from what happens next. By creating accessible routes into support, encouraging early conversations and addressing the wider psychosocial aspects of work, employers can help their people stay healthier, safer and more supported.