SUPPORTING EMPLOYEES WITH EATING DISORDERS IN THE WORKPLACE

Why supporting employees with eating disorders matters for employers

Eating disorders affect millions of people across the UK, impacting their physical health, emotional and social wellbeing and capacity to perform daily tasks.

In the workplace, these conditions can be especially challenging, often remaining hidden due to stigma or lack of awareness.

Employers are uniquely positioned to make a positive difference by creating an environment where employees feel understood, supported and empowered to seek help.

Fostering such a culture not only benefits individuals but also strengthens your workforce, enhancing morale, retention and productivity.

Supporting employees with eating disorders demonstrates a commitment to inclusivity and care, contributing to a healthier, more resilient workplace.

Understanding eating disorders

What are eating disorders? 

Eating disorders are serious mental health conditions characterised by unhealthy relationships with food and body image. They are often accompanied by underlying emotional challenges, such as anxiety, depression or trauma. 

Key statistics 

  • Prevalence: More than 1.25 million people in the UK are estimated to have an eating disorder1 ; up to 6.4% of adults display signs of an eating disorder2 2, and around 25% of those affected by an eating disorder are male3 .
  • Economic Impact: The cost of eating disorders in the UK is £9.4 billion annually, driven by absenteeism and reduced productivity4 .
  • Severity: Anorexia nervosa has the highest mortality rate of any psychiatric disorder1 .

These statistics underline the critical need for workplace initiatives to address eating disorders.

Understanding their impact helps businesses design tailored initiatives that foster a supportive culture, encourage early intervention and provide employees with the resources they need to access help.

Fostering awareness and prevention 

Raising awareness is the first step toward creating a supportive workplace. Employers can achieve this through targeted initiatives such as: 

  • Collaborating with eating disorder specialists or mental health charities, such as Beat, to deliver educational webinars or workshops.
  • Providing accessible resources on internal platforms, such as intranets or newsletters, explaining eating disorders and how employees can seek help.
  • Normalising conversations about mental health by fostering an open culture where employees feel comfortable discussing challenges, including eating disorders.
  • Sharing peer stories and testimonials to inspire understanding and encourage support-seeking behaviour.

Building an inclusive culture 

Policies and language

Employers can foster inclusivity by: 

  • Avoiding stereotypes and ensuring communications reflect the reality that eating disorders affect individuals from diverse demographics.
  • Reviewing workplace policies, such as flexible working and health benefits, to ensure they are inclusive and accessible for employees with mental health challenges.

Gathering feedback 

Conducting anonymous surveys can help gauge awareness levels and identify barriers to support.

This feedback enables employers to refine initiatives and ensure they meet employee needs effectively.

Practical ways to support employees 

Spotting the signs early

Managers play a crucial role in early intervention. Training programs should equip them to recognise early signs of eating disorders, such as changes in behaviour, mood, or physical appearance. Training should also focus on fostering compassionate conversations. 

Creating confidential support pathways 

Establishing clear and confidential pathways for employees to seek help is essential. This includes promoting Employee Assistance Programmes (EAPs), which often provide counselling and other mental health support services. 

Expanding leadership’s role in psychologically safe environments 

Leaders set the tone for workplace culture. Transparent and empathetic leadership fosters open conversations about mental health. Training should equip leaders to identify early warning signs and provide appropriate resources to support employees. 

Prevention through benefits 

Health and financial security

Comprehensive benefits can provide critical support for affected employees. Key benefits include: 

  • Private Medical Insurance (PMI): Access to private mental health services, including therapy for eating disorders (if eligible, as cover may vary and pre-existing conditions may not be covered under medically underwritten policies).
  • Health Cash Plans: Covering costs for therapy, consultations or nutritional counselling.
  • Group Income Protection: Offering financial security if an eating disorder impacts an employee’s ability to work. Employers may also wish to consider extending cover to include family members. While this may sometimes be possible at the employee's own cost, businesses could also explore options to fund this additional coverage, demonstrating a further commitment to employee support.

Flexible working 

Flexible working arrangements can support recovery by accommodating therapy sessions or other needs. Employers should highlight these options to ensure employees feel supported. 

Embedding tailored wellbeing initiatives 

Organisations should develop initiatives addressing the unique needs of employees. This could include flexible working for therapy appointments, support groups and mental health champions to connect employees with relevant resources. 

Recovery and workplace adjustments 

Supportive return-to-work processes

Partnering with rehabilitation services allows employers to create tailored return-to-work plans. Gradual reintegration and reasonable adjustments, such as workload modifications or avoiding triggering events, can help employees regain confidence and stability. 

Empathy training for managers 

Empathy training ensures managers provide effective support and maintain open, non-judgemental communication. Regular check-ins with affected employees can help monitor wellbeing and workload.

Encouraging positive workplace habits 

Wellness initiatives

Promoting wellness programs focused on mental health – such as mindfulness sessions or stress management workshops – can foster a healthier environment. Providing nutritious food options and encouraging regular breaks further supports employee wellbeing. 

Proactive support mechanisms 

Supportive return-to-work policies and clear communication about available resources can help employees reintegrate after mental health-related absences. Awareness campaigns should highlight tools such as EAPs and virtual GP services. 

Signposting to external support

Employers can guide employees to trusted organisations such as BEAT, Mind, and NHS resources for additional support. These organisations offer helplines, online support and pathways to treatment. 

Compliance with employment law 

Eating disorders may be considered a disability under the Equality Act, requiring employers to make reasonable adjustments. Ensuring policies align with legal obligations helps to prevent discrimination and fosters inclusivity. 

Digital tools and resources 

Apps and platforms

Employers can promote mental health apps, such as Headspace or Calm, for mindfulness and stress reduction. It’s also worth checking existing employee benefit policies, as they may already include access to apps or portals offering educational content and therapy sessions tailored to eating disorder recovery. This ensures you maximise current resources before considering the purchase of new services. 

Online training 

Offering e-learning modules or webinars for managers and HR teams ensures they are equipped to support employees with mental health challenges effectively. 

Building a healthier workplace culture 

Promoting balance

Encouraging work-life balance by emphasising the importance of taking breaks and prioritising wellbeing can help employees to thrive. 

Sustained engagement 

Regular health campaigns, wellbeing newsletters and peer-led discussions reinforces a culture of care and helps normalise the seeking of help over the long term.

Practical frameworks  

Employers can apply Dr David Crepaz-Keay’s four-step model to mental health challenges, including eating disorders: 

  1. Triggers: Identify workplace triggers that may exacerbate eating disorders, such as high stress, lack of autonomy or triggering events.
  2. Indicators: Recognise early warning signs, such as behavioural changes or withdrawal. 
  3. Tactics: Implement immediate support measures, such as offering additional resources or promoting flexible working. 
  4. Strategies: Develop long-term initiatives, such as embedding flexibility into workplace policies or creating sustained wellbeing programs.

Towergate Employee Benefits understands the importance of creating a workplace where employees feel supported and valued. 

Contact us to learn more about how our employee benefits solutions can help you foster a healthier, more inclusive workplace.