Supporting employee mental health is increasingly recognised as essential for businesses of all sizes – yet small and medium-sized enterprises often face particular challenges.
Unlike larger organisations, SMEs may lack dedicated wellbeing teams, in-house expertise, or the budget to provide ongoing professional mental health support. Even one or two staff absences due to mental health can have a disproportionate impact on operations, productivity and morale.
For SMEs, finding accessible, confidential and high-quality support that can be integrated into day-to-day operations is critical. This is where the Access to Work Mental Health Support Service, delivered by Maximus and funded by the Department for Work and Pensions, provides a practical solution – helping employees stay in work while supporting organisations to manage operational pressures.
Kore (formerly Sandwell Leisure Trust), a charitable organisation operating six leisure sites across Sandwell, demonstrates how SMEs can benefit from this service in practice. With over 200 employees delivering fitness, swimming, inclusive activities and community programmes, Kore views its workforce as an “internal community,” every bit as important to protect and nurture as the public it serves.
The challenge for SMEs
Like many SMEs across the UK, which account for 99.5% of the UK private sector, Kore lacked the in-house mental health resource, expertise and budget to fully support staff experiencing poor mental health.
Reflecting on this challenge, HR Business Partner Trina Siviter, explains: “As a small business, mental health is a really important issue for us. Just one or two employees off work due to their mental health can have a real impact. In a workforce of our size, those absences are felt immediately.”
Kore recognised that supporting employee wellbeing was essential, not optional. But with no designated wellbeing budget, the challenge was identifying a solution that was high quality, confidential, rapid to access and financially viable – complementing their existing Employee Assistance Programme and Occupational Health provision.
A trusted, confidential solution
Recognising this gap, Kore began exploring options and soon identified the Access to Work Mental Health Support Service, delivered by Maximus and fully funded by the Department for Work and Pensions.
The service provides confidential, tailored support for up to nine months, delivered by mental‑health professionals at no cost to employers or employees. Since its inception, it has supported more than 45,000 people to stay in or return to work.
For Kore, the service was an ideal solution. As a small business without a dedicated wellbeing budget, it was the level of ongoing, professional support and confidentiality that made it invaluable to both the organisation and its employees.
Gemma Ellis, Head of People, explains that for many, confidentiality was the difference between staying silent and seeking help: “One of the challenges we’ve had in the past was that people didn’t feel mental health support was anonymous. With the Access to Work Mental Health Support Service, we don’t receive any report to say who is using it or what they’re using it for. That level of confidentiality has made such a difference. It has really boosted engagement and trust.”
Early intervention was another critical factor. While many clinical services face long waiting times, Kore employees can begin their personalised support journey within two weeks of referral, helping to prevent issues escalating and reduce absence.
Partnership in action
Finding the right support was a crucial first step, but bringing it to life required a close, collaborative approach.
Maximus worked closely with Kore to understand their culture, workforce needs, and operational pressures across six sites. The tailored rollout included presentations for senior leaders, briefings for frontline managers, staff information sessions, and on-site visits to each leisure centre.
For Kore, this responsive and hands-on approach was essential as Gemma reflects: “Working in partnership with Maximus has been a genuinely positive experience. It’s been a truly collaborative relationship that we’ve embedded across the Trust. Whenever we’ve needed anything – support, guidance or for Maximus to be on site – they have been there straight away.”
Maximus’ visible involvement, particularly through Clive Thomas, one of our Partnership Leads for the service, who visited each leisure centre, helped staff feel comfortable asking questions and accessing support.
Clive describes the approach simply: “From the very first conversation, it was about getting to know the needs of the business and understanding the challenges Kore was facing. From there, we developed a tailored solution, bespoke to their business, which included visiting their leisure centres so staff could approach me directly and ask questions.”
This hands-on approach increased awareness of the service, strengthened manager signposting, and boosted staff confidence in seeking help. Maximus’ free toolkit – including posters, presentations, and case studies made internal communication easier and helped fully integrate the service into Kore’s culture.
A shift in culture and confidence
As awareness grew, mental health became part of everyday conversation. Managers felt more confident supporting colleagues, and staff reported feeling safe, heard, and valued. Employees described the service as personalised, compassionate, and genuinely helpful, with the continuity of longer-term sessions ensuring they felt supported throughout their journey.
Operationally, Kore saw significant benefits as Trina explains: “The service has helped us to reduce sickness absence, and supported people to return to work quickly. That has made a real difference for the individuals and for the organisation. Where statutory services were stretched and staff were becoming desperate for support, we can now get them the help they need straight away. That early intervention is key to helping people remain in work.”
But the impact has stretched far beyond absence. Staff retention improved, morale increased, and the Trust reinforced its commitment to a people-centred culture where employees feel valued and supported.
Within months, referrals grew quickly, reaching double figures – reflecting growing trust and engagement with the service. Staff morale and engagement also improved as people recognised that supportive, confidential help was available whenever they needed it.
Supporting SMEs to prioritise wellbeing
For SMEs, where even small absences can have a significant impact, the service provides practical and professional support – helping organisations safeguard their people, maintain operational continuity, and foster a culture where mental health is a priority.
Trina Hill sums up the value of the service for other organisations: “If any SME is unsure where to turn, I would say reach out to the Access to Work Mental Health Support Service. It not only supports individuals but helps reduce stigma and shows your workforce you genuinely care. What it can give your organisation and your people is truly amazing.”