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Making men’s health a workplace priority

Explore effective workplace strategies to support men’s health, including mental health support, heart disease prevention, cancer screening, reproductive health, and comprehensive wellness programmes.

19/11/2025 · 6 minute read

International Men’s Day is a timely reminder that employers can and should move beyond awareness to practical action regarding men’s health issues.

Like women, men face distinct health challenges that affect wellbeing, safety, and organisational performance. For example, Mercer Marsh Benefits’ Health on Demand 2025 data points out that men:

  • Die of heart disease at younger ages.
  • Face elevated cancer risk (about 1 in 5 will develop cancer before age 75).
  • Are more likely to die by suicide.
  • Suffer alcohol‑related fatalities at roughly three times the rate of women.
  • Account for the vast majority (90%) of workplace fatalities.

At the same time, many men report loneliness and lack of fulfilment — concerns that practical, employer‑led interventions can and should address. These health issues are important not only at an individual level, but organisationally as they contribute to lost productivity, higher absence rates, safety issues, and increased insurance costs. Employers that design benefits and workplace practices around these realities can improve well-being and strengthen retention, safety, and engagement.

Below are four areas where employers can have a measurable impact, with clear steps you can implement quickly.

Heart disease is a leading cause of premature death among men, largely driven by hypertension, high cholesterol, diabetes, poor nutrition, sedentary jobs, and delayed primary care.

Organisations can help shift outcomes by embedding cardiovascular prevention into workplace benefits, including:

  • Covering and promoting the availability of annual biometric screenings (blood pressure, cholesterol, and HbA1c).
  • Confidential care navigation to help identify at‑risk employees and connect them to timely follow up.
  • Coverage and access to essential medications.
  • Environment-level interventions including on site or subsidized fitness/nutrition programmes, healthy food choices, first aid training for cardiac emergencies, and medication access/navigation.

Men have a 1 in 5 chance of developing cancer before the age of 75. Among the causes and risk drivers are smoking, alcohol use, occupational exposures, late screening uptake, and other lifestyle exposures. Workplace implications, beyond the individual human impact of cancer, include increased absences, decreased morale, and increased costs.

Employers can take a number of steps to mitigate the burden of cancer, including:

  • Facilitating access to preventive screening, such as flexible scheduling and paid time off for appointments.
  • Holding on-site or mobile screening initiatives.
  • Targeting outreach and support to higher‑risk groups.
  • Helping employees schedule, claim, and access second opinions.
  • Providing clear information about sick leave, disability options, and employee assistance programmes (EAPs).

Employers should also integrate cancer awareness, screening options, and cover resources into benefits communications; such care navigation simplifies scheduling, claims, and second opinions, making it easier for employees to act early. It’s also important to have thoughtfully designed reintegration plans for employees returning to work after treatment in order to reduce stress and support retention and productivity.

Male reproductive issues account for over one‑third of infertility cases, and fertility care carries significant financial and emotional consequences. Risk drivers include age, lifestyle, certain medical conditions, and occupational exposures. For employers, infertility issues and treatments not only take an emotional toll on employees but also can lead to employee time off and turnover.

By expanding or ensuring that fertility and family benefits explicitly include male fertility diagnostics, treatments, counselling, and navigation can signal that an employer recognises diverse family pathways. Steps employers can take include:

  • Ensuring benefits cover both female and male infertility treatment and support.
  • Allowing flexible leave for appointments and recovery.
  • Ensuring mental health support, including EAPs, are in place and communicated to employees regularly.
  • Ensuring privacy protections that can help reduce stigma and encourage early care-seeking.

These steps support men and also benefit the well-being of partners and family members, which in turn helps stabilise workforce engagement.

Mental health challenges among men — expressed as lack of fulfilment, loneliness and substance‑use concerns — intersect with physical health and workplace safety. While mental health concerns are not gender specific, men are more likely to die of suicide than women.

Our Health on Demand 2025 data show 43% of men report lack of fulfilment/purpose and 36% report feelings of loneliness; 30% said they value treatment programmes for substance dependency. Workplace implications of mental health issues include a reduction in employee engagement, increased turnover risk, strains in communication and teamwork, and increased sick leave or presenteeism.

A comprehensive approach to mental health should combine accessible clinical support with culture change, including:

  • Robust EAPs.
  • Timely virtual and in‑person therapy options.
  • Routine mental health screenings.
  • Clearly defined pathways and cover for substance‑use treatment.
  • Return‑to‑work support.

Employer actions should include addressing the stigma that so often accompanies mental health issues seen in men. Anti‑stigma campaigns, visible leadership support, and community-building initiatives can all help reduce barriers to employees seeking help. At the same time, it’s helpful to train managers to spot, triage, and safely escalate mental health and crisis situations, including suicide awareness protocols. Such steps build frontline capability and help ensure timely intervention.

Addressing the needs of men supports women too

When employees are healthy and well — whatever their gender — their families and colleagues also benefit. 

Our 2024 People Risk research found that 33% of HR and risk managers are concerned that their employer-provided emotional well-being programmes cannot sufficiently meet the growing need for support. 

Both female and male employees said they care deeply about their employer’s support for employee health. Among female workers, 75% want their organisation to support women’s health and well-being; 68% said the same for men. Among male workers, 66% said they want their employers to have women’s health and well-being in mind; 69% want them to care about men’s health initiatives.

Designing benefits with men’s and women’s specific needs in mind strengthens organisational priorities, and ensuring employees can access information on their benefits through an integrated BenTech platform is critical.  When people are healthier and better supported, families and colleagues benefit through reduced caregiving burdens, improved team dynamics, and enhanced organisational resilience.

A tailored, evidence‑based approach to men’s health complements women’s health initiatives and contributes to a more inclusive, productive, and loyal workforce.

 

                          Speak with a Mercer Marsh Benefits consultant

Our people

Steven Yu

Steven Yu

Partner, Asia Leader, Mercer Marsh Benefits

  • China

Dr Luke James

Dr Luke James

Partner, Workforce Health Leader, Europe, Mercer Marsh Benefits

  • United Kingdom

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