There are specific challenges associated with men’s health which employers should be mindful of in order to comply with their legal obligations.  
Research suggests that men are less likely to seek help for health issues, face higher rates of suicide, work-related stress and physical health conditions.

The Scale of the Challenge

Men are three times more likely to die by suicide than women, with suicide being the leading cause of death for men under 45 in the UK. Men are also less likely to visit their GP, often delaying medical attention until conditions become serious.

In the workplace, men may be more reluctant to disclose mental health issues or request support, potentially leading to higher rates of presenteeism and longer-term absence. 

Legal Framework and Employer Obligations

The Health and Safety at Work etc. Act 1974 requires employers to ensure the health, safety and welfare of all employees. This includes conducting risk assessments under the Management of Health and Safety at Work Regulations 1999 that should consider risks to both men and women.

The Equality Act 2010 prohibits discrimination based on protected characteristics, including sex and disability. Employers should not treat men more favourably than women, but they can implement targeted initiatives if these address genuine disadvantages faced by men and are proportionate responses to a legitimate aim.

Where men's health conditions amount to disabilities under the Act, employers have a positive duty to make reasonable adjustments. Mental health conditions such as depression or anxiety can constitute disabilities if they have substantial and long-term adverse effects on day-to-day activities.

Industry-Specific Considerations

Certain sectors present particular challenges for men's health. The construction, manufacturing, and transport sectors have higher rates of workplace accidents and occupational health issues. These male-dominated sectors often have cultures that can discourage employees from seeking support.

Employers in these industries should be particularly vigilant about creating environments where men feel able to report health concerns without fear of stigma or impact on their career progression. This might involve reviewing workplace culture, communication methods, and support mechanisms.

Physical Health Considerations

Men do face higher rates of certain physical health conditions, including cardiovascular disease and some cancers. For example, coronary heart disease kills more than twice as many men under 75 compared to women in the UK.

Men are also more likely to engage in risky behaviours such as excessive alcohol consumption and drug abuse, which can negatively impact their health and workplace safety.
Workplace health screening programmes can be particularly beneficial for men, who are less likely to engage with routine healthcare. Employers might consider targeted initiatives such as "MOT" style health checks, cardiovascular screening, or awareness campaigns around conditions such as prostate cancer.

The design of workplace environments should also consider physical health needs, ensuring that facilities support good posture, provide adequate rest areas, and encourage healthy behaviours.

Avoiding Discrimination Claims

When targeting men's health needs, employers must ensure they do not inadvertently discriminate against other employees. Any male-specific initiatives should be justified by evidence of particular need or disadvantage and should complement, rather than replace, broader health initiatives.

Documentation should set out the rationale for any targeted approaches, and regular reviews should ensure that initiatives remain proportionate and effective.

Conclusion
Addressing men's health in the workplace requires a nuanced approach that recognises both legal obligations and practical realities. By understanding the specific challenges that men face and implementing targeted strategies within a framework of equality and inclusion, employers can create environments that support all employees while meeting their legal responsibilities.

The goal is not to provide preferential treatment but to ensure that workplace wellbeing initiatives are genuinely accessible and effective for all employees, recognising that different groups may need different approaches to achieve equitable outcomes.

For further information and professional advice tailored to your specific circumstances, feel free to contact our team at Hempsons. Our expertise in employment law can help you navigate the complexities of workplace wellbeing and ensure your HR practices are both inclusive and compliant.

Andrew Davidson
Partner and National Head of Employment
Hempsons
Email: a.davidson@hempsons.co.uk
Phone: 01423 724129
Mobile: 07740 828 724
X: @andrew_davidson
For more detailed insights, visit us at www.hempsons.co.uk.